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  • March 01, 2017 11:55 PM | Anonymous

    Nannette Daugherty, President, ATD Houston 2017  

    Dear ATD Houston members,

    2017 in going to be an amazing year.  We have an experienced, dedicated group of Board members and volunteers, as well as a membership consisting of an incredibly diverse group of people, companies and industries.  Dedicated volunteers and an active, participative membership are helping to make the ATD Houston Chapter one of the best in the country.

    ATD Houston exists to serve you, the talent development professional.  I remind you of the mission of ATD Houston:

    Our mission is to cultivate talent development professionals through creative programming and networking while helping them discover and achieve unprecedented levels of performance.

    Keeping our mission front and center, the ATD Houston Board has been reviewing what has been serving our membership well, and discussing adjustments we should make.  Your feedback, via the Membership Survey, has provided us direction.  We heard you! In 2017, we will be delivering a range of professional development, focused on the ATD Competency Model.  You will see programs that range from foundational to advanced skills and concepts.  These topics will delivered via our monthly evening programs, webinars, CTNs and SIGs, professional development events, as well as our Technology and Fall conferences.

    I am especially excited to tell you that we have two industry gurus presenting programs for us this year:  Ray Jimenez and Bob Pike!  Ray will deliver a workshop and keynote at our Technology Conference (May 2, 3) and Bob will deliver a program and keynote at our Fall Conference (Sept 20, 21).

    I encourage you to take full advantage of your membership.  With your ATD Houston membership, you have access to locally delivered programs, networking, an on-line book club, and volunteer opportunities.  Our Houston programs have discounted member rates, and a number of programs are free to members, for example our webinars and some technology-focused professional development programs.  You also have access to our local sponsor companies who support ATD Houston.  These companies are a great resource.  View tdhouston.org for more information.   If you are not yet a Power Member, consider becoming one as this is your best value for resources.  A Power Member is a member of both ATD Houston and ATD International.  ATD International offers an even broader set of resources.  View td.org review the web site.

    I would not be where I am in my career if it weren’t for networking and professional development.  One of the best ways to engage in both is volunteering.  Volunteers are the lifeblood of our Chapter.  Volunteering with ATD Houston has numerous benefits: professional growth and development, great networking, friendships, and of course, discounts to some events. 

    What interests you?  Engaging with the membership?  Planning programs?  How about delivering the Fall Conference?  Perhaps learning how to budget for an entire organization?  We have opportunities in these areas and more.  Contact me or Joe Mele, our VP Membership, to discuss how you wish to serve.  

    In closing, I thank each of you for your continued support of ATD Houston.  I am honored to serve you in 2017.

  • October 16, 2016 10:50 PM | Anonymous

    The ATD Houston Mentoring Program is designed to bring chapter members together to provide an interpersonal channel of career development and growth opportunities. The mentoring program supports Integrated Talent Management and Coaching as core competencies identified by the ATD Competency Model.  This one year program provides ample opportunity for rich and creative professional relationships to develop between the mentor and mentee.

    On September 15th the 2016 ATD Mentoring Program kicked off at the Houston Food Bank.  Mentees and mentors came together to meet each other face-to-face for the first time and to learn more about the program.  Sonia Scott, this year’s program director, guided them through a presentation of learning activities to help mentees and mentors engage in self-discovery and relationship building.

    For example, in the final activity, all the mentees and mentors were taken through a mind shift activity.  The mentees and mentors were asked to close their eyes and imagine what they will feel like at the end of the mentoring program.  Think through all the hard work they will accomplish and how different they will be by deliberately developing themselves for a year.  Then, they were asked to open their eyes and to look around the room to see their mentors standing for their success.  The goal is for the ATD Houston Mentoring Program to serve as a tribe to help mentees foster personal and professional development.

    Special thanks to Dr. Madhuri Kumar for taking the pictures and for Regine St Villier-Mays for capturing feedback during the session!

    For more information about the ATD Houston Mentoring Program, please contact Program Director, Sonia Scott at mentorprogram@tdhouston.org.  

  • October 16, 2016 10:49 PM | Anonymous

    ATD Houston is excited to welcome the first cohort of EMERGE mentees and mentors!  Recently, ATD Houston launched EMERGE - a platform to provide visibility, voice, and an unparalleled development opportunity to the next generation of learning leaders in Houston.  

    Since organizations are struggling to cultivate millennials, ATD Houston, under the direction of Dr. Madhuri Kumar, developed a talent development program to specifically address the needs of these future leaders.  EMERGE brings to bear the power of ATD Houston's multiple professional development channels and resources.  Throughout the 12-month program, participants gain three key elements:

    • Mentoring:  Year-long mentorship by an experienced L&D leader
    • Exposure: Cross-industry sharing of best practices
    • Application:  Problem solving and application of learning

    “Millennials are here in the workplace today and are aspiring to lead within the next five years,” said Program Director, Dr. Madhuri Kumar.  Therefore, this unique opportunity caters to the emerging talent of millennials who desire to tap into their values to grow personally and professionally.  

    EMERGE meets the needs of millennials looking for high-impact leadership development.  “This program was created to provide high visibility, high exposure networking, ongoing mentoring, and give millennials the opportunity to stretch their learning,” said Kumar. 

    Co-Program Director, Tina Breslin, adds “millennials are our future. They bring a new set of habits, values, and expectations to benefits, job processes, and work-life balance. Mentoring, coaching, and modeling management skills will help develop these dynamic leaders into the new world of talent development in so many ways.”

    “We understand that millennials want to be more purposeful in their learning, “said Dr. Kumar. The EMERGE program provides a “cross-pollination of best practices across various industries, a guide-on-the- side, the ability to apply learning back to the workplace, and an opportunity to add value to our nonprofit partners”.

    For more information about the EMERGE Program or to find out how your organization can get involved, contact Dr. Madhuri Kumar at emerge@tdhouston.org

  • October 16, 2016 10:46 PM | Anonymous

    David A. Davis


    Romar Learning Solutions, LLC



    Adult Learning


    Companies spend “billions” of dollars annually to train employees to improve corporate and personal performance. This training often has little or no impact on performance. In a recent McKinsey survey, only 25 percent of respondents said their training programs measurably improved business performance, and most companies didn’t track ROI (1).

    These results are not surprising because corporate training programs often sacrifice effective adult learning in favor of a prescribed schedule or agenda that trains people quickly and gets them back to work. Therefore, instead of approaching training as active learners, many participants behave as prisoners (“I have to be here.”), vacationers (“It’s a nice break from work.”), or professors (“I’m here to share my wisdom.”).

    Adult Learning Model

    Our experience led us to define a specific adult learning model based on the research of Malcolm Knowles. Our research has evolved into the following adult learning model (2):

    • Context. Adults learn best when they completely understand how a skill or knowledge will help them and how they will apply it. For example, when teaching someone how to make bricks, you might start by illustrating how a brick mason uses bricks to make buildings and uses mortar to create a wall of bricks. 
    • Cognition. Adults learn best when presented at the beginning of the learning process with the theory, concepts, and specific information they need to master. For example, in this phase you would teach the new brick maker how to mix ingredients, how to press bricks into forms, and at what temperature to bake bricks to ensure they harden.
    • Integration. Once learners are aware of and comfortable with new information, they need to understand how they will use the new knowledge routinely and how it integrates with what they are already doing. In the integration phase, the new brick maker learns how he or she will perform the brick-making task on the job and how it will fit into what he or she is already doing. 
    • Application. This phase allows learners to apply new skills and knowledge to case studies, simulations, or on-the-job situations. The new brick maker would make a few test batches of bricks under the trainer’s supervision and guidance.
    • Validation. On-the-job application validates a learner’s ability to demonstrate confident, competent, consistent, effective use of the knowledge/skills. The new brick maker validates learning by seeing the bricks pass quality inspection and a customer buying them.


    Adult learning principles provide an interactive self-directed learning environment that presents companies with an opportunity to deliver training programs with the potential to improve their business impact and an ongoing continuum for talent and leadership development.


    (1) Adapted from “Building Organizational Capabilities; McKinsey Global Survey Results.” McKinsey Quarterly, March 2010.

    (2) Adapted from Malcolm S. Knowles, Elwood F. Horton III, and Richard Swanson. The Adult Learner: The Definitive Classic in Adult Education and Human Resource Development. London: Elsier, 2005.

  • October 16, 2016 10:43 PM | Anonymous

    Alan Duncan

    Alan Duncan Training

    (O) 713 501 7156

    (Email) Alan@AlanDuncanTraining.com

    (Website) www.TrainingMeansBusiness.com

    No More Data Dumps! How to Design and Develop High Impact Business and Technical Presentations

    Have you ever been to a presentation where you wished that the presenter had emailed you their slide deck so that you could have clicked through it in your own time?

    Have you spent inordinate amounts of time building slides that you later came to regret?

    Microsoft has done a great job convincing us that a presentation IS the PowerPoint (PPT) deck!  I have often had requests to train people to make a PowerPoint Presentation! I cringe! 

    PPT is a vehicle for visual aids to be used to enhance your presentation not BE the presentation, unless of course you plan to email it to me!  The development of visual aids is Step # 6 in the time saving, 7-step development process I will outline for you here.

    This starts with the assumption that you have a presentation topic!


    1.      CONSIDER YOUR AUDIENCE.  The content of your presentation should be tailored to your audience.  Who are your audience members?  What is their current understanding of your topic? What decision roles do they play? What are their needs or concerns?

    2.      DETERMINE PRESENTATION OBJECTIVES. The objective of any presentation should be to cause a positive change in your listeners.  Why would they pay attention to you? What will they get from it?

    Objectives of a presentation can be to:

    • Inform – Increase knowledge. Help make a better decision.  Be more productive.
    • Convince – Change belief. Open up to a new idea.
    • Motivate – Move to action – do, or stop doing.  “Approve my budget!”
    3.      IDENTIFY YOUR KEY POINTS.  This is the basis for your agenda. Identify the key points or sub-topics which will help you achieve your objective.  For a 15 minute presentation or a 45 minute lunch and learn, limit your agenda to three key points and maximum number of five.  Short term memory easily holds three key points.

    Examples –

    Chronology          1. Past        2. Present    3. Future

    Engineering:        1. Problem 2. Solution   3. Conclusion

    Process:                1. What      2. Why          3. How

    Business Needs:  1. Image     2. Productivity 3. Financial

    Compliance:         1. Government Reg. 2. Company Policy 3. Procedures

    4.      PLAN LOGISTICS. Do not be the presenter who spends the first five minutes of their allotted time wrestling with their laptop to bring up their slide deck!  Find out about the environment, the seating arrangement, and the equipment and support personnel well in advance.  Arrange access to the venue and allow adequate time for setup.
    5.      DEVELOPMENT.  When you have completed the previous steps you are ready to develop your presentation.

    NOTE!  The two biggest mistakes made when developing presentations is to start by firing up the PPT template and thinking about what you will say first!  These are steps five and six in this efficient seven-step process!


    1.      Build the body.  Work on one key agenda point at a time.  Each agenda point has three steps: 1. Introduction. 2. Relevant Information. 3. Bridge to next agenda point.  Introduce the agenda point by saying something to gain your audience’s attention and interest, such as “Have you ever ben to a presentation where you noticed that the only one enjoying it was the presenter?”  Then deliver the relevant information necessary to build towards achieving your presentation objective. 

    2.      Sequence the points.  Decide on the most effective order of delivery of your key agenda points.  For example, arrange them in priority of importance, complexity, familiarity or priority of business needs, e.g.; image, productivity, finance. 

    3.      Prepare bridges. Let your audience know that you have covered one point on your agenda and plan to move to your next key point.  Bridges provide an opportunity to answer questions about the subtopic you have presented before you move on to your next key point. 

    4.      Develop a closing statement.  Summarize the key points of your presentation then ask for questions or comments.  Conclude by reinforcing your message with the thoughts with which you want to leave your audience, or ask for the commitment you are seeking, and then thank the audience for their attention.

    5.      Develop an opening statement.  Yes!  Complete the preceding steps first.  The preparation for the opening will now be done right the first time.   An effective presentation opening includes B.O.A.T.  Plan to spend 60-90 seconds on the headlines.  Gain attention and interest.

    • Background or Business rationale for the presentation.
    • Objective(s) stated as potential benefits for the audience.
    • Agenda. Tells the audience how you will achieve the objective.
    • Timing. How long will you be on your feet and when you will take questions.  (After each agenda point)
    NOTE! Steps 1-5 are a Presentation Plan!  What a concept! Get a plan before firing up the PPT!  Too many presenters fail to plan and end up with a slide-heavy data dump.

    6.      Add visual aids.  These include PowerPoint (PPT) slides, handouts, maps, charts, graphs or props to help illustrate your key points.  They are to be designed to support you – not the other way around.  Keep them to a minimum and keep them simple. Do NOT put your speaker notes on the slide!!  Companies often use PPT for documentation and archiving. Do not confuse this document with your presentation. If the company requires all the detail in PPT you can refine it for presentation delivery.

    7.       Anticipate challenges.  Decide whether to be proactive and introduce expected audience concerns in the body of the presentation, or to wait until an audience member expresses an objection or concern.  Be prepared. Have extra slides in the appendix of your slide deck to be brought forward if needed to resolve skepticism or to clear up a misunderstanding.


    The number one complaint about presentations in corporate America is sitting in the audience while someone reads a PPT slide at you!   Decide if you want the audience to listen to you or read the slide. They won’t do both!  People can read three times faster than we can talk so use the following tips to maintain the audience’s focus and attention.


    • Use a template with a sharp color contrast between text and background.  Slides will often wash out when projected.
    • Use a sans serif (no wings) font such as Arial or Calibri.  They are seen as more modern. More elaborate fonts like Times New Roman can appear old fashioned or over stylized.   Verdana and Tahoma were designed to be easily read on a screen.
    • Use consistent font sizes and style.  Minimum 18 point font size on the slide.
    • Use transitions to progress from slide to slide to soften an abrupt change of view. Fade is the most conservative. (Transitions-Fade-Apply to all)
    • Apply custom animation to help control audience focus.  People can read faster than you can talk.  Do not generate distractions. Use Fade.
    • On bullet points, follow the rule of 4&4. Do not project more than four bullet points at a time and no more than four words to a bullet.  Otherwise be silent while the audience reads your text.  (The” rule” is a guideline)  Quotes, policy statements, contract clauses etc. are exceptions to the rule.
    • Do not use bullet points on projected slides as SPEAKER NOTES.  Keep them separate. One option for speaker notes is to print your slideshow as a handout for your own reference; 3, 6 or 9 to a page.  This is helpful if you have slides in your “appendix”.
    • Invest in a wireless remote control to free you from operating the laptop or from using an assistant to transition slides. Get one with a laser pointer built in.
    • Pause for 3-5 seconds as you click through to give the audience time to look at your visual aid before speaking about it.
    • DO NOT feel obligated to have a slide up the entire time! Blank the slide when a slide has served its usefulness or during Question and Answer (Q&A) sessions. Press B on keyboard.


    • Nervousness.  You can reduce your anxiety about failing miserably in front of an audience by being well prepared. Most of us experience fear in anticipation of disaster and at the beginning of the presentation when the audience is looking at us expectantly.  Most of us also start to feel fine once we are into the body of the presentation and are in our comfort zone of familiar ground. 
    • Get your B.O.A.T. down cold. Memorize the first few sentences to get you over the hump and into the meat!
    • Your confidence will build if you follow the design and development steps, becoming intimately familiar with the content and flow of your presentation.
    • Visualize your presentation as a flow chart: Opening, Agenda Point 1, Agenda Point 2, Agenda Point 3, and Closing Statement.
    • Plan for Q&A at bridges between agenda points.  Your confidence will be high if you script the Opening and Closing statements and deliver the body extemporaneously.
    • Never lose sight of your objective. Everything you say and show should support this. If you find yourself judging yourself during delivery, immediately remind yourself that your attention should be on the audience.  You are there to provide value to the audience, not give a performance.

    Obviously in this article there much left unsaid and some points may be unclear so if you have questions, please give me a call or look for me at the next ATD Houston Chapter event.

  • July 06, 2016 3:38 PM | Anonymous

    W. Duncan Welder IV
    Director of Client Services

    RISC Inc

    By now, you have probably heard of cmi5, the ADL’s next version of SCORM released June 1, 2016.  While it is easy to get caught up in the latest trends, technology and tradeshow hype, my skeptical nature always asks, “What is in it for me?” before chasing the next shiny bauble.  Fortunately, cmi5 has been an easy sell after living with SCORM. 

    So what is cmi5?

    From a background standpoint, cmi5 is the newest standard for LMS and eLearning content communication.  As with SCORM and AICC before that, cmi5 strives to ensure interoperability of learning management systems and content without custom development or work arounds.  So why do we need a new standard?  I’m glad you asked…

    cmi5 is Mobile Friendly

    The last release of SCORM was 12 years ago.  Yes, in 2004 you likely had a cell phone that flipped open and a screen that displayed both colors – green and black.  Technology has advanced quickly to the point where live video chat on a mobile phone is no longer science fiction and accessing a quick how-to video from a mobile device is a daily exercise.  SCORM, as part of the specification, requires content to open in a pop-up window, which worked fine in an older, browser-based scenario but isn’t widely supported in a mobile environment.

    cmi5 eliminates pop-up windows by allowing content to replace the LMS and re-open it after the content is complete.  In addition, cmi5 content can be completed outside the browser and still have training completions recorded inside the LMS. 

    cmi5 Accommodates Adaptive Learning

    Developing learning that adapts to a user’s experience, input, and training history has long been a holy-grail of instructional design.  Because cmi5 is based on xAPI, a cmi5 module can ‘read’ data like the score received in an earlier module, the number of times it took to pass a test, or even a student provided answer from another program and adapt based on this information.  Don’t want a module to display a pre-test if the student did poorly on last year’s test?  Using cmi5, you can design the module to check last year’s performance and adapt accordingly.

    cmi5 Allows Distributed Content

    SCORM required content to be generated as a .zip file that had to be uploaded to the SCORM-conformant LMS.  With cmi5, content can reside anywhere, allowing content developers to update content in production without redistributing .zip files for upload.  It also allows the use of content distribution networks so that a student can get the best performance from a module by accessing bandwidth intensive resources from a local server anywhere in the world.

    cmi5 is Based on xAPI

    While the LMS is good for tracking formal training events like instructor led courses and online modules, it often neglects informal learning experiences such as reading blog articles, participating in threaded discussions or accessing resources like electronic manuals or YouTube videos.  All these can be easily recorded using xAPI.  Because cmi5 uses xAPI as its communication layer, all training – both formal and informal – can be stored in a single learning records store (LRS) providing a more robust record of student activity than the LMS alone.

    cmi5 is more Secure

    A colleague of mine, and all-around technical guy, always says he can give himself a 100% on any SCORM module.  Just drop a little code into a command line and you’ve sent a result to the LMS.  cmi5 leverages a timed authorization token to prevent hijacking of the module link and because the LMS only reads cmi5 defined statements, hacking in a changed score or completion status is difficult.

    Where to go from here

    Upon release by ADL, more than a dozen companies openly voiced that they were adopting and moving to cmi5 in their products.  As more LMS companies, authoring tools and custom content providers begin adopting cmi5, usage will become easier and easier.  In the meantime, talk to your vendors and suppliers about their cmi5 adoption and follow groups like the xAPI Connections forum to learn more.

  • July 06, 2016 2:20 PM | Anonymous

    Be Resilient.

    Patricia Justice
    2016 Fall Conference Chair

    Our 2016 Annual Fall Conference is designed to support you in learning new ways to help yourself and your company be resilient - flexible, changeable, and able to rebound.  Now, more than ever, business is subject to the impact of many outside forces over which we have no control.  This may make people and companies feel vulnerable.  However, how you respond and what you do about it is 100% in your control. 

    So take charge! You can control how you bounce back from those vulnerable moments and fast-changing dynamics.  You owe it to yourself to be resilient. Your career is a large part of your life, take charge of what you can. You owe it to your company to help the organization and the people working there to be resilient.  Resiliency isn’t about changing yourself, but instead, learning how to adapt in order to get back to who you really are and then striving for success.

    The 2016 Annual Fall Conference is the perfect opportunity for you to master the art of resiliency and take charge of your learning and development initiatives.  You will be able to select from several breakout sessions, expand your connections with networking opportunities, beat the early morning traffic and attend an early bird session, interact with your industry peers during the roundtables, and attend the cocktail party.  Our goal is to have fun and learn at the same time!  Stay posted…there’s more to come!

  • July 06, 2016 2:18 PM | Anonymous

    Blanche Bond
    Marketing Manager
    TDS, Inc.

    Company LinkedIn

    A new resource enables current exemplary operating and maintenance technicians to make a smooth transition to a supervisor role while allowing existing supervisors to sharpen their skills. 

    “Front line supervisors in the petroleum industry are recognized as critical performance drivers in reaching a company’s business goals. Typically their expertise is proven, but their ability to manage people and the business side of the plant is not well developed,” explained Paul Monaghan, operations manager at TDS Inc. “This leaves a gap between technical competence and supervisory excellence.”

    TDS (Training & Development Systems) closes that gap with its Front Line Supervisor Development (FLSD) Program.

    “Our expertise in the midstream, refining and petrochemical sectors means we have a keen understanding of customer business and how front line supervisors can help achieve higher productivity and greater success,” said Monaghan. “Our FLSD Program isn’t a brand new offering, but it is new in that it has been retooled and upgraded with added features.

    “It is ready to go, and it can be customized to any plant or environment.”

    In the FLSD Program, supervisors learn and apply new leadership techniques through participation in a comprehensive learning program combining classroom workshops with on-site experiences to develop real-world skills. Supervisors attend a two-day foundation program and five one-day sessions covering 15 major topics. Each module is led by a seasoned petroleum industry facilitator. Workshop sessions are timed with at least a month in between to give participants opportunities to practice and implement new skills back in their plants.

    Both critical and unique to the program is management’s interaction with the front line supervisors to set expectations and measures of accountability for each session delivery. TDS facilitators can provide on-site coaching/advising to participants and their managers in the field after every classroom session.

    “These high-impact learning processes reach beyond the traditional workshop structure,” explained Monaghan. “This approach emphasizes a ‘set-up’ for successful learning in advance of the workshop phase, and post-workshop continuity to reinforce and solidify applications.”

    The FLSD Program is designed to reinforce the role of the supervisor in driving a strong safety culture in his or her plant. There are a number of key components throughout the curriculum that do this: daily safety moments presented by the participants clearly define the role of a champion for safety, quality and change; and multiple case studies that relate leadership actions to safer, efficient, and improved operations. Each leadership skill discussed is linked to the supervisor’s role in reinforcing a culture of safety, integrity, and continuous improvement.

    The differentiators of the TDS FLSD Program are that it:
    • Works for front line supervisors in the petroleum industry
    • Supports customization to fit your specific needs, delivery limitations and your particular sector in the petroleum industry.
    • Creates dialogue between the supervisor and manager, which builds trust and rapport.
    • Builds awareness during the workshop and provides coached opportunities for application of proven leadership principles, actions and responses necessary to handle a variety of situations.
    • Creates metrics and measurements for learning outcomes.
    • Provides support through sustainable activities for continuous knowledge and skills application even after the workshop is completed.

    Avoid risks by empowering your supervisors with the right tools. Let TDS lead the way to supervisory excellence in your workforce.

    Public classes coming soon! To learn more about public classes or a customized FLSD Program, visit us at TDSHOU.com or call (281) 488-1128.

    Related Link:  http://www.tdshou.com/solutions/better-performance-by-design/flsd-front-line-supervisor-development/

    ABOUT TDS [tdshou.com] - TDS provides workforce learning and development solutions and has served the oil and gas industry since 1993. TDS collaborates with companies in the oil and gas, pipeline, petrochemical and refining industry to improve workforce performance and bring out the best in their most valuable asset – their people. Our expertise in the industry, as well as in adult learning and competency management, gives us a keen understanding of your business, and our flexibility allows us to deliver customized solutions quickly and efficiently. +1 281.488.1128

  • April 06, 2016 1:32 PM | Debbie Richards (Administrator)

    Obsidian’s business is learning. For almost two decades Obsidian has helped companies of many different shapes and sizes with widely dispersed, diverse workforces learn at their own pace, in their own way, at the right time.

    Obsidian is committed to providing deliverables that demonstrate experience, creativity, and strategic thinking; interminable instructor-led trainings which – at best – do little to inspire employee enthusiasm are thing of a past.

    How does Obsidian consistently deliver managed learning programs that accelerate skills development and cultivate expertise?

    Long before blended and distributed learning principles were fashionable, Obsidian developed and effectively applied the Obsidian Distributed Learning Model. This scientific, time-tested, and proven approach to blended learning combines three critical elements: Technology, People, and Experiences.

    • Technology represents the platforms that host or generate eLearning experiences. Obsidian has created countless custom SharePoint sites, software, curating tools, and other custom solutions, most recently an innovative HTML5, cloud-based, rapid eLearning authoring tool, Obsidian Black [http://obsidian.black].
    • People are another critical component of the Obsidian Distributed Learning Model. The aim is to connect those “in the know” with those who want or need to learn. Obsidian has created and fostered dozens of vibrant learning communities, social learning platforms and learning games.
    • Experiences are the centerpiece of Obsidian’s Distributed Learning Model – a carefully and strategically selected blend of ILTs, WBTs, CBTs, learning videos, and micro/mobile learning nuggets. Each learning experience is designed with flexibility and modularity to allow for updates and expected changes. Experiences are designed for a variety of learning styles and accommodate existing learning materials and technologies.

    Obsidian takes learning seriously, and its team is geared to provide a tangible competitive advantage. Building organizational competency has never been simple – Obsidian knows how to make it easier.

    To learn more about Obsidian Learning visit us at obsidainlearning.com. To download a white paper on Distributed Learning Model, visit obsidianlearning.com/white_paper/obsidian-distributed-learning-model/

  • April 05, 2016 2:16 PM | Bonnie Moore

    2016 is already passing quickly and ATD Houston is counting on each of its members to make a difference.  We want you to make a difference for yourself, for all talent development professionals, and for the greater community.  Be engaged and become involved.

    Our spring events are outstanding! Don’t miss the workshop on April 26 with learning guru, Tom Kuhlmann  “Create Interactive Video with Articulate Storyline 2.”  The incredible Technology Conference Think Forward on April 27 and the May 10th General Meeting “Accelerating Development – Moving at the Speed of Business when Cory Rieken, Sr. Talent Solutions Advisor- DDI will be our speaker.

    Attend the many professional development opportunities, Community Training Networks CTNs), Special Interest Groups (SIGs) and great fall conference.  Volunteer to support ATD Houston and our community partners.   Membership is key to making a difference so be Power Member and connect to ATD Houston and ATD International.

    We look forward to seeing you, sharing with you, supporting you and making a positive difference for you!  Come join us and be part of the excitement of ATD Houston.


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PO Box 32, Bellaire, TX 77402
Email: feedback@tdhouston.org

P 713-839-1757

F 713-839-1453

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