Gone Fishing? Not quite…

Sunglasses-avec-livreWe are continuing our tradition of officially being on hiatus during the summer term. However, we will publish an occasional article, but not on a regularly scheduled basis.

Faculty are busy researching, writing, and teaching.  Our graduate assistant and blog master, Eric Hahn, will be keeping himself busy by taking two courses.

We will return to our schedule of publishing posts on Mondays and jobs/internships on Wednesdays in late August.

Have a great summer!

Vince Cyboran, Ed.D.
Chair, Graduate Program in Training and Development



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Now’s the time to intern and get real-world experience

Employers like a sure thing. They prefer job candidates who’ve proven themselves in the field and have the work samples to prove it.

intern_2For students trying to break into their area of study, there’s no better way to build experience and a portfolio than a professional internship.

It’s not too late to land a summer internship. Here are some valuable opportunities for emerging instructional designers and learning professionals in the Chicago area. Also, if your company is looking for summer help, let us know and we’ll get the word out to our audience of Roosevelt Training & Development students and others in the field. If you’re looking for a permanent position, check out our freshly updated job board.

Training and Implementation Intern
Company: ADP
Location: Hoffman Estates, IL
Description: The Training and Implementation Intern position will assist with multiple projects in instructional design and learning development. Duties may include:
• Research, write, edit, and produce training materials for classroom and/or computer-based delivery.
• Conduct training needs assessments for associate and client training.
• Determine needs for future materials.
• Develop clear objectives for the training. Select the media for delivery of the training. Develop the content of the training material. Conduct reviews of the training materials.
• Coordinate production tasks for the training material. (Print, web, CD, etc.) Revise training material as necessary.
• Demonstrate technical proficiency in software tools used to develop, deploy, and support courses.
About ADP: Consistently named one of the “Most Admired Companies” by FORTUNE® Magazine, and recognized by Forbes® as one of “The World’s Most Innovative Companies,” ADP has over a half-million clients around the globe and 65 years of experience as one of the largest providers of business outsourcing and human capital management solutions world-wide.
Contact: Kathleen Hack, Sr. University Specialist Talent Acquisition, Kathleen.hack@adp.com
Apply here Search and apply to req #70404

Instructional Design Internship
Company: UL Firefighting Safety Research Institute
Location:Northbrook, IL
Description: The intern selected for this role will assist in creating an eLearning course and supporting online materials based on research conducted by UL’s Firefighter Safety Research Institute. Responsibilities will include tasks involved in the creation of an eLearning course:
• Work with internal subject matter experts to identify content and create course scripts.
• Write eLearning content that is grammatically correct and free of typographical errors.
• Edit course audio and video files.
• Use e-learning authoring tools to design and develop interactive learning content (Articulate Storyline).
About the company: UL Firefighting Safety Research Institute is dedicated to increasing firefighter knowledge to reduce injuries and deaths in the fire service and in the communities they serve.
Apply here

Learning and Development Intern
Company: CNA Insurance
Location: Chicago
Description: CNA’s internship in Learning and Development offers a dynamic ten to twelve week program that will provide:
• Challenging, innovative assignments to gain real-world experience in learning and organizational change
• Opportunity to partner on design and development of learning solutions for strategic priority projects
• A platform to implement best practices for uniformed employee Onboarding across all business areas and stages of the talent pipeline
• Opportunity to develop communication strategies for roll-out of learning solutions that drive organizational change
• Opportunity to create and implement a learning measurement strategy for priority projects
• Active engagement with various HR functions and learning and organizational development leaders throughout the program
• Exposure to the role of Learning and Development and the broader Human Resources function within a global organization
At the conclusion of the internship, individuals may be given consideration for full-time employment based on business need.
About CNA: As the 8th largest U.S. commercial insurer and the 13th largest U.S. property & casualty insurer, CNA provides insurance protection to more than one million businesses and professionals in the U.S. and internationally. CNA understands the importance of being where our customers are. Headquartered in Chicago, CNA has offices throughout the U.S., Canada and Europe. 
Apply here

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A Questionable Start to Summer

If the recent weather pattern continues we should expect to see summer weather sometime in July. Don’t let that fool you-summer semester starts on 5/19. While our Chicago weather remains unpredictable there are a few, less variable, questions you can answer as we head in to summer.

Have you enrolled in summer courses yet?

Move this to the top of your “to do” list! View the schedule here http://www.roosevelt.edu/Registrar/Schedule.aspx. Please contact me if you need your registration code.

Do you need a review of TRDV 451 Instructional Systems Design?

Dr. Cyboran is conducting an Instructional Design “Jumpstart” on Saturday May 17th from 9:30-12:30.During this three-hour, casual, work session, you will become familiar with a logical and systematic process of designing instructor-led training. We’ll work in teams to design training for a generic case and then link your work to the generic model of instructional systems design, Analysis, Design, Development, Implementation, and Evaluation (ADDIE) and to the Dick and Carey model of instructional systems design.

The session is required for all students enrolled in TRDV 451 this summer but is also open to any students who feel like they could a review of the material. Contact me for more details or to sign up thawkins@roosevelt.edu.

Are you graduating this the summer? 

Be sure to apply through Graduation Services http://www.roosevelt.edu/Registrar/Graduation.aspx

Finally, (no question about it) on behalf of the Training and Development department I want to thank you for a great spring semester.

- Tara, Program Coordinator, Graduate Program in Training and Development thawkins@roosevelt.edu




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Guest post: Training skills and culture can tame the Wolves of Wall Street

By Mike Hilty
Mike Hilty is a student in Roosevelt University's Training & Development Program.

Mike Hilty is a student in Roosevelt University’s Training & Development Program.

Every year, I try to watch all the movies nominated for Best Picture for the Academy Awards. Some movies I have no interest in watching (looking at you, “Captain Phillips”), some are a pleasant surprise (“Her” and “Nebraska”), and some are a little disappointing (ugh, “Gravity”).

For me, the most surprising was “The Wolf of Wall Street.” If you have three hours to spare, I’d recommend checking it out. For those who don’t have time, it’s about a Wall Street stock broker named Jordan Belfort. Jordan created a brokerage firm aimed at recommending shady stocks. Forbes magazine described Jordan as a kind of twisted Robin Hood who takes from the rich and gives to himself and his merry band of brokers (Khalaf, 1991).

Leonardo DiCaprio as Jordan Belfort in "The Wolf of Wall Street." Paramount Pictures photo.

Leonardo DiCaprio as Jordan Belfort in “The Wolf of Wall Street.” Paramount Pictures photo.

From a business standpoint, this movie is a good lesson in the importance of organizational culture. Although Jordan trained his employees to do shady business, these practices helped instill a culture of assuring clients and pushing them to purchase recommended stocks. Jordan was charismatic and persistent. These two dominant traits directly translated into the culture he wanted for his company. Similarly, trainers need to be mindful of the culture they’re establishing, especially since many practitioners learn on the job, where the values and assumptions of the dominant culture guide behavior. (Bunch, 2007, pg 155).

A trainer’s job is to not only teach the skills necessary for being successful at a job, but also to establish a relationship with the culture and values of the organization. The more entwined values and culture are with training, the more likely employees will be successful and remain at an organization long-term. Culture can be a force for good (look at non-profits) and a force for bad (Enron, Stratton Oakmont, and any number of companies in legal trouble) but it all starts with how these people are trained.

References: Bunch, K. (2007). Training Failure as a consequence of Organizational Culture. Human Resource Development Review. Vol 6. 142-163. Khalaf, R. (1991). Steaks, Stocks – What’s the Difference? Forbes Magazine.

What do you think?
What does corporate culture mean to you? Is corporate culture taught, acquired, or should recruiters find people who would already fit into the corporate culture in the first place? Do you know of any corporate cultures you’re jealous of?

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Guest post: How women can become even better leaders

Andrea Bundt is a student in Roosevelt's Training and Development graduate program.

Andrea Bundt is a student in Roosevelt’s Training and Development graduate program.

Although Women’s History month ended in March, I’m extending the conversation with ways for women can be better leaders in the workplace. A recent T&D magazine article, ‘Women, Seize Your Leadership Role’ by Lynda McDermott, stressed the importance for women to know their career goals, establish a plan to achieve those goals and then learn and promote their value. It’s not enough to “Lean In” as Sheryl Sandberg, Facebook COO, wrote in her book. Women must proactively assess their development. In the T&D article, Tricia Naddaff, president and CEO of Management Research Group (MRG) offers women ways to better enhance and approach their leadership role based on years of leadership assessment gender:

• Spend more time on building business acumen.
• According to the MRG, bosses only see women less effective in three competency areas (out of 26): Business aptitude, financial understanding and ability to see the big picture.
• Make more time for strategic thinking and planning
• Women tend to focus on the more immediate and time-consuming short-term results and do not make enough time to think long-term. Long-term strategic thinking is critical skill for more senior leadership roles
• Develop the ability to sell yourself and your ideas to others
• If you are uncomfortable in a skill or dimension, you are leaving others to make assumptions about your value and ideas for you. Take time to learn how to persuade others and expand your credibility
• Delegate more. This gives you time for higher-level engagement. Women might avoid assigning work certain tasks because they think they can do them faster and better or they are more empathetic toward direct reports being too busy for more work. Unfortunately, this leads to exhaustion and leaves less time for strategizing and building business acumen.

Overall it is important to take the time to see where there are areas of improvement and take note of the pitfalls that may appear along the way. Create development plans and seek feedback from your peers and management. The only way to get better is focus on actionable items to help achieve the leadership success you desire.

Read on

• For more insight, check out this New York times article:  ‘Four Executives on Succeeding in Business as a Woman’.
• If you’re looking for more job resources and professional connections, join American Society of Training and Development.

What do you think?

• In order to focus on strategic thinking and building business acumen, what is one way you delegate more this week?
• What peers and management will you seek development feedback from?
• When will you take time to create development plan? What resources will you use?

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Add Value to your MATD or MAOD with Professional Credentials

briefcaseAs a follow up to my previous article on professional certifications, “Do you need more letters after your name?” I want to make you aware of an easy way to enhance your Roosevelt University MATD or MAOD without added expense or time. As you work toward your degree with us, you may also choose to complete one or more professional credentials along the way, choosing from our recently update offerings:

Each credential includes required courses and electives, many of which are also required for your degree. With careful planning and course choice, you can complete two credentials at the same time that you complete your Master’s Degree. If your career interests are focused on e-learning and technology, then you might choose the Graduate Credentials in E-Learning and Online Teaching or E-Learning and Instructional Design. If your focus is on organization development, you might complete the Credentials in Human Performance Improvement and Executive Coaching.

Add a comment to this post to tell us which credentials you are planning to pursue and how you plan to use the knowledge and skills in your career.

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Professional Designations: Do you need more letters after your name?

letters-jumbleBy Kathleen Iverson, B.A., M.A., M.B.A., Ph.D. *

Once you complete your M.A. in Training & Development (or our new M.A. in Organization Development) it’s time to decide whether to pursue additional training or education. Most agree that it is important to continue learning after graduation to stay current with developments in research and technology. Many graduates seek professional certification to enhance their resumes. Profession certifications are universally recognized designations that communicate the mastery of a specific skill set. Most consist of lengthy knowledge tests and either portfolios or work projects that demonstrate expertise. Professional certifications may include continuing education credit, but typically do not include college credit that can be applied to a degree.

Kathy Iverson is an associate professor in Roosevelt University's Training and Development graduate program. She teaches organization development, cultural diversity, research methodology, training foundations, consulting, and evaluation.

Kathy Iverson is an associate professor in Roosevelt University’s Training and Development graduate program. She teaches organization development, cultural diversity, research methodology, training foundations, consulting, and evaluation.

The most widely recognized certification in the field of training is the CPLP or Certified Professional in Learning and Performance (see a previous post on this topic) from the American Society of Training & Development. To receive the certificate (and a lapel pin) you need to sit for a lengthy knowledge test and submit a work sample.  MATD graduates pursue this certification after locating a job in the field and completing a study session. How beneficial is this CPLP? In a quick search of the ASTD job bank, I located more than 100 jobs with the word “training” in the search, and of those, 25 mentioned the CPLP designation.

Although training is much different from the hiring, firing, benefits and salary administration of HR, many training professionals work within the human resource division. If you plan to branch out beyond training to HR, you might consider a certification from SHRM (Society of Human Resource Management) like the PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources).

Depending on your career focus, there are specialized certifications that can be beneficial to you. Project Management is a desirable skill in today’s team based and technical workplace. If you plan to specialize in project leadership or in project management training, you might consider a PMI certification. There are various levels of certification and most require additional training (beyond our Project Management for Trainers course).  If you plan to specialize in training technology, you might consider IT certification in the area that you will train. For example, if you are training Apple products, you might consider the Apple Certified Trainer Program or if you train Adobe products you can become an Adobe Certified Expert. If you have a background in information technology, the MCS, Microsoft Certified Trainer designation is in high demand. Finally, if you plan to focus your career in a particular industry you may consider a designation in hospital administration, real estate, or banking.

When talking about certification, it’s important to include a buyer beware caveat. Not all certifications are equally beneficial and some providers are charlatans. Before choosing a certification program, ensure that it is administered by a widely recognized association or organization (like ASTD, SHRM, or PMI) as opposed to an obscure provider that simply sounds official. For example, here is a coaching certificate that I am not familiar with. It’s from the Center for Coaching Certification and costs a whopping $1495.00. The website looks official, and there is an ICF (International Coach Foundation) logo, but note that this certification is not provided by the more widely recognized ICF.

Once you have the designations, the next issue is how you communicate them to potential employers.  Avoid the “alphabet soup” mentality of adding as many letters to your signature as you possible can (*like my signature at the top of this article). You don’t want to sign every e mail and letter as:

Sincerely, Jane Doe, M.A, CPLP, PHR, CAPM, MCS, etc. etc.  Instead, limit yourself to no more than two (three if you must) designations and include the remainder in your resume. Most signatures include only your highest degree (either M.A. or Ph.D.) but not your baccalaureate degree if you have not completed graduate school.

What are your plans for continuing education after you graduate? Is anyone planning to pursue the CPLP, additional degree programs, or even a doctoral program?

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