In Wednesday’s final keynote of the Con-ference, John Foley will discuss his work in the Blue Angels and lessons in trust and ultimate performance.

You’ve spoken about the trust element in teams. How does this single principal help drive things like

accountabil-ity and dedica-tion?

Trust is the key to not only ac-countability and dedication but also execution. If you increase trust, execution will fol-

low. The problem is that trust means different things to different people.

We are going to go behind the scenes with the Blue Angels and see how we used verbal and nonverbal contracts to create high

John Foley: Trust Rises to the Occasionlevels of trust that drove even higher levels of performance. These trust contracts were made both internally with team members and externally between the organization and the customers.

On the Blue Angels, the foundation of trust was more than life or death. It was a deep commitment between ourselves our team-mates and our mission that drove the pursuit for continuous improvement.

This commitment leads to a feeling of not wanting to let yourself or your teammates down—a deep sense of personal responsibil-ity. Dedication and accountability become givens when you can instill this sense of per-sonal responsibility. We are going to unpack how to build trust that will lead to unique contracts on accountability, dedication, and performance.

Given all we know from the lit-erature, why do you think so many

businesses still struggle with perfor-mance gaps?

There is always a challenge from taking knowledge and turning it into action. Com-plex changes need to be broken down into actual steps and processes. The steps and processes aren’t usually that hard to figure out. It is the commitment and buy in to that change that matters most. I will take the audience on a journey through the High Performance Zone that is simply the gap between where you are and where you want to go. We spend a lot of time developing metrics and measuring where we are and even more time developing goals and a vision on where the organization wants go.

These are important but the key is HOW do you close these gaps and close them quickly. I will introduce a process that closes performance gaps faster than anything I’ve seen before. I call it the Diamond Performance Framework. I reverse engineered this from

my Blue Angel experience; it applies in the personal and professional lives of individual, teams, and organizations.

In today’s organizations, do re-wards and incentives still have the power to get people to perform at a higher level?

Yes, they still are important but the key is connecting and aligning the individual’s sense of purpose with the team, or with the purpose of the organization.

I’ve never met a high performance orga-nization that doesn’t have a purpose, which is larger than self.

In the Blue Angels we called ourselves ambassadors of goodwill. We had metrics of recruiting and retention. However, it was this connection to the purpose of being an ambassador that created the passion and the energy we needed to continually excel.

Continued on page 4

Reporter’s Notebook: Tuesday Sessions

Continued on page 2

Leadership: The Action Is in the Interaction

Every day is spring-loaded with pos-sibilities for touchpoints, according to Doug Conant, president and CEO of The Campbell Soup Company, and Mette Norgaard of Strategic Leadership & Learning. The dynamic duo delivered an inspirational presentation at Tuesday’s General Session, encouraging ASTD 2011 attendees to seize the touchpoint moments that surround them each day. These moments, found in the intersection of the leader, the other person, and the issue, can be expressed in a mere two-word declarative statement and speak simplistically and powerfully to the heart of the matter. Said Norgaard, you must have the head [inquiry], the heart [reflec-tion], and the hands [practice] to master the touch.

In Search of Talent HarmonyMany learning professionals have

embarked on a journey toward integrated talent management…and few have yet to

reach that coveted destination. Confer-ence attendees posed questions to pan-elists Teresa Roche of Agilent, Rebecca Phillips of Cincinnati Children’s Hospital, Kevin Oakes of i4cp, and Deb Wheelock of Mercer in the session, “Uniting the Silos:

Students introduced them-selves during ASTD's info ses-sion. Doug Conant

(above) touches the keynote audi-ence. Mette Norgaard (left) teaches mastering the touch.

More than 30 students gathered for Student Day, the culminating event in a special series of activities geared toward students who have a chapter student membership or are enrolled in at least 12 hour in an accredited college or university HRD program. The student activities gave students the opportunity to network with other students, learn about ASTD, and join more than 8,000 industry profession-als at ASTD’s largest conference of the year. About 140 students were registered for the conference.

“The purpose is to get incoming profes-sionals early in their career acquainted and engaged with ASTD, so that they can learn how ASTD can be of benefit to their career,” said Cami Best-Jones, ASTD Academic Services.

Activities for Student Day included a special networking breakfast, attending the general session together, and receiving a tour of the Expo. During the network-ing breakfast, career coach Alan De Back gave students some career tips in his talk, “Career Builder Resources: Your Top Ten.” Later in the day, Tuesday keynote speaker and leadership development expert Mette Norgaard gave a special pre-sentation to the students during the networking luncheon. The day also included a special session that provided an overview of ASTD for students.

The student activities are a part of a larger ASTD effort and partnership with higher education . On Monday, ASTD hosted approximately 40 university faculty members. Norgaard also gave them a special presentation and encouraged them to urge their students to base their leadership judgments and decisions on evidence and data. She also discussed her book, The Ugly Duckling Goes to Work, which is based on her translation of fables written by Hans Christian Andersen.

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2 May 25, 2011Conference Daily

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Continued from page 1

Tuesday

A Guide to Integrated Talent Manage-ment.” The first step toward integrated tal-ent management is executive commitment, Oakes said. Added Wheelock, talent requires a consistent, sustained investment to yield sustained returns. Roche urged attendees to leverage historical examples when silos were effectively merged in their companies, and Phillips said the use of practical opportunities—the way the world is moving—contributes to successful talent management integration.

Simple GeniusIn a session that was both tearful and

humorous, Donald L. Kirkpatrick delivered his final talk on using the Four Levels. Kirk-patrick gave his own oral pre-test (with a hyphen) to attendees, and did some mild ribbing at incorrect answers. He then ush-ered learners through the Levels, creating effective programs, and, in a reprisal of his remarks during Monday’s General Session video, the value of management ownership for training. Lastly, Kirkpatrick, joined by his family, shared personal sto-ries about his life, work, marriage, and the passing of the torch to those practitioners championing learning moving forward. He closed by voicing reluctance at being

called a “legend” or “guru,” requesting in-stead, “just simply use the word ‘genius.’” Done and done.

Start Small, But Start Measuring

Informal learning’s effectiveness can be measured in several ways, but for it to stick, managers need to support it, said Jeffrey Beck in his Tuesday session “Man-ager Engagement and Informal Learning Measurement Approaches.” Beck talked about what to measure for informal learn-ing (the vehicle, learner experience, and benefits); when to measure it (before, at the point of engagement, and after); as well as some hows (web metrics, surveys, and case studies). He also discussed some ways to use assessments to help at-tain manager support of learning efforts and to decrease the rate of “scrap learn-ing”—that 60 percent of learning that isn’t applied on the job.

Flexibility/Comfort With Uncertainty

“I have ISD skills, but I’m not sure about mobile learning.” “Will the focus on technology put L&D out of work?” Those were among the concerns expressed by attendees at the Tuesday session , “Criti-cal Survival Skills for Workplace Learning

Professionals,” led by Jon-athan Halls and Madeline Finnerty. They outlined 12 critical competencies for WLPs and used stories to illustrate them. Compe-tencies include knowing your values; recreating yourself; networking; inno-vation; flexibility; energy management; ambiguity; technological literacy; and systems thinking. Be-cause it’s critical to con-stantly learn new things, Hall said managers need to be open about learn-ing along with those they lead.

Wendy Kirkpatrick, Susan Muehlbach, and Don Kirkpatrick at the close of his final ASTD ses-sion.

Read the Conference Daily’s exclusive interview with The Change Book au-thors Mary Stewart and Tricia Emerson, online at the ASTD Blog: bit.ly/iHCXsJ

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At Your Site Online On Campus Continued from page 1

Foley

Aligning rewards and incentives helps on a skills level, but the secret sauce is having a center-point that has a purpose higher than self.

What about your career with the Blue Angels inspires you to share your ideas and experiences with the learning and development com-munity?

I have a deep passion to take my experi-ences and make them accessible and useful to

others. After my time on the Blues’ I worked in venture capital within Silicon Valley and I saw the connection between high performance teams and business results. I often wondered why some people excelled and some didn’t, why some team’s excelled and some didn’t, and why some organizations excelled and some didn’t.

High Performance is both a process and a mindset. I reflected back to a time where we not only reached a level of excellence but sustained it.

There is a way to creating this sustained excellence. I am looking forward to sharing this with everyone at ASTD.

(From L to R) Chan Lee, Seoul National University; Tony Bingham, ASTD; and Jae Koo Shin, Credu, celebrate the release of the Korean translation of The New Social Learning. “With the Korean delegation for example, more than 400 people are attending ASTD, which tells us that they are very focused on workplace learning and performance, said Lee. "And Korea has a very established IT infrastructure, so they are ready to go! It’s just a matter of operations and approach. So The New Social Learning translation provides a great opportunity for them to explore themselves to use benchmarks from existing cases.”

Making the Connection in KoreanEgbert Kinds and Yvon Kinds-

Hoendervoogt Bridge Cultures and Generations

This year marks the ninth ASTD confer-ence at which Dr. Egbert L. Kinds (commer-cial director of Core Commit) presents an education session—a meaningful landmark because he is the only presenter from The Netherlands to have spoken as many times in recent years. The ASTD conference also marks an occasion for both Kinds and Yvon Kinds-Hoendervoogt (CEO of Core Com-mit, and Kinds’ wife), to expose the next generation of learning and performance enthusiasts to the best ideas in the business: Their 14-year-old son Guido is also attend-ing this year. And they have all come to both learn as well as share.

Kinds, Kinds-Hoendervoogt, and Guido sat down with the Conference Daily to discuss trends in Holland as well as their contributions to the field.

Social media and the mobile workforce are increasingly common throughout Dutch companies, which represents a positive movement as well as some challenges. Kinds states that there are new problems emerging with internal communication in big companies. “Top-down communication doesn’t function anymore, remote work-ers lack the interaction they need, and management is afraid of losing control,” he said. “There has to be a new way of interacting in companies.”

As an example, Kinds cited their work with technology company Philips, where the evolution from incandescent to LED bulbs has ushered in major business changes. The biggest challenge, accord-ing to Kinds, has been “getting people out of a judgment mode and into contribution mode.” Their change approach embraces getting employees involved early in the process and giving them ownership, which helps keep change from being “an abstract notion.” It also removes attitudes of fear and matches people’s jobs and values with organizational goals.

Kinds and Kinds-Hoendervoogt first came to ASTD in the 1990s, when they were exposed to international points of view as well as new business partnerships. To date, their LeaderShift Navigation tools (www.corecommit.com) have been trans-lated into 12 languages. “Over the years, we’ve come to the Global Village and

Nevermind the Gap!visited the different tables, and in doing so, built some great partnerships all over the world.” said Kinds-Hoendervoogt.

Translation of both their tools and the results takes into account not just language, but culture as well. “We work with local people to find out which word has the same ‘flavor’ and connotation in that language for phrases such as ‘results-driven’ or ‘com-munity’—what has the correct connotation? And we work with many whom we’ve met here at the conference,” Kinds said.

The pair also shared some insight into “valuedrives” in people and value systems in organizations. The principles are based on the spiral dynamics models of Claire Graves, which they translated for the devel-opment of human culture and their model for culture change. “This model helps you to predict trends,” said Kinds-Hoender-voogt. “You may wonder what’s going to come next or wonder how to influence change in your company. This is a model that helps you predict the steps to take to have an influence.”

And the couple’s work does not end with those in the workforce. They have a strong belief in “starting them young.” The two have five children who have, one by one, all joined their parents at the confer-ence over the years. They also have a project that teaches youth the same skills that are so valuable on the job. “Many of the managers we train tell us ‘I wish I knew all of this much earlier in life.’ So we teach kids the same things we would teach man-agers but in the context of school,” Kinds-Hoendervoogt explained. Participants learn about behaviors that are important at school—including communicating with teachers and understanding group dynam-ics. “Children understand at an early age social and emotional intelligence. But they don’t learn these things in school,” she said. Her own children have taken part and have carried the learning with them.

Teen attendee Guido is quite enthused about his parents’ work and has found it of value in his own life, learning about group dynamics and the importance of staying in contact with others. “I’ve learned how to better communicate with peers and handle difficult situations,” he said. “I think it really helps you, and it has already helped me learn to communicate better in school.” Keep up the good work, Guido!

5 May 25, 2011 Conference Daily

Use your map to pinpoint your course to

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Ask Me…Thank You!ASTD extends a big THANKS to the Ask Me volunteers for their capable handling

of the questions, concerns, and quandaries of attendees. With your kindness and quick thinking, you’ve helped conference attendees get the most out of ASTD 2011, and we couldn’t have done it without you.

Thank you!!!

ICE12 Planning SurveyHelp Plan the ASTD 2012 International Conference in Denver by sharing your

ideas in a quick survey. Dedicated computers are available on Level II, outside Hall AB next to Cyber Center for the survey. The Survey Kiosk will be open during Cyber Center hours and will close at 5:00 pm on Wednesday, 5/25. Thank you in advance for your input!

What to Do Next Time: Beyond International Drive

The Orange County Convention Center is located on International Drive (“I Drive,” per the locals), a tourist haven and strip mall city with plenty of dining and shopping options to keep conference attendees busy for days. When planning your next visit to The City Beautiful, don’t forget Orlando’s additional districts and surrounding suburbs, which are worth a second trip.

Attractions AreaWith the Walt Disney World Resort, SeaWorld Orlando, and Universal Orlando

Resort, this is the city’s most popular destination spot.• Universal Orlando’s Wizarding World of Harry Potter is wrapping up its debut

year within the Islands of Adventure theme park and was the destination for the ASTD 2011 Celebration.

• Legoland Florida is coming October 15, 2011! Visit florida.legoland.com/buy_tick-ets/tickets

Sand Lake Road/Restaurant RowJust down the street from the convention center, Sand Lake Road intersects Interna-

tional Drive. Known to locals as “Restaurant Row,” this mile-long stretch of Sand Lake Road includes more than two dozen casual and upscale dining options.

Downtown OrlandoSeveral miles northeast of the convention center, downtown Orlando offers a broad

spectrum of culinary experiences, from casual bistros to fine dining establishments. Check out the “ViMi District” (named after the intersection of the streets Virginia and Mills), home to one of the largest Vietnamese-American communities in Florida with more than a dozen Vietnamese restaurants.

6 May 25, 2011Conference Daily

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For The New Asia Pacific Economy

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Visit www.asapconference.com for more details.

Dr. Fons Trompenaars is the world authority on managing cultural diversity for profitability and has been named as one of the 50 most influential management thinkers alive.

Tony Bingham, a strategic leader with broad-based business, financial, operational, and technical management expertise, is the President and Chief Executive Officer of the American Society for Training & Development (ASTD).

The President of The Wiseman Group, a leadership research and development firm headquar-tered in Silicon Valley, Liz advises senior executives and leads strategy and leadership forums for executive teams worldwide.

FonsTrompenaars

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• Public and Private Sector Training

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What has been your most memorable experience at an ASTD conference to date?

In the Aisles

David Marks, Los Angeles, CALaura Voyles, Atlanta, GA“Two years ago, on the street waiting for the bus to the Celebration, we met and now we’re engaged! Ultimate networking.” [Laura is now relocating and looking for her next job in Los Angeles.]

Melissa SilvaFairfax, VA, United States“This is my first conference and it has been amazing to see so many training professionals, like me, in all of the sessions!”

Rudi Hilman HidayatIndonesia“By far Monday’s session with Bob Pike, “Secrets of a Master Trainer,” and general session with Marcus Buckingham.”

Jessica RansomeJacksonville, FL, United States“The Zebra presentation from the Michael Allen booth—very interesting and hands on!”

7 May 25, 2011 Conference Daily

Daily Raffle for Wednesday, May 25th Drawing at 3:00 p.m.

PRIZE: ASTD Technology Bundle - Designing M-Learning; Social Media for Trainers; Web 3.0 Research Report; The Rise of Social Media Research Report; and the Cloud Computing, Social Learning, and Using Web 2.0 Infolines

Complete the raffle entry form and drop it off at the ASTD Store information booth to enter.

Winners need not be present to win. Entrants are eligible for only one prize and must submit separate raffle tickets to be entered in each day’s raffle. Winners will be announced and posted in store, and also contacted via cell phone or email each day.

Check your Conference Daily each day for ASTD Store Daily Raffle prizes.

Complete and submit this form at the ASTD Store, located in Concourse F1, to enter.

Name:____________________________

Cell (Onsite Contact):_______________

Office Phone: ______________________

Email Adress:______________________

Drawing at 3:00 p.m. each day

Winners need not be present to win. Entrants are eligible for only one prize. Winners will be announced and posted in store, and also contacted via cell phone or email each day.

ASTD STORE DAILY RAFFLEENTRY FORM

0411

49.6

2810

In the ASTD Store Today

Wednesday in the ASTD Store The ASTD Store offers chances to chat with the industry experts behind the bestsellers. Plus, get your copy signed! Visit the storetoday, May 25, and catch Daniel R. Tobin, Jim Smith, Jr., and others! (See list.)

While you’re there, be sure to enter the daily prize drawing. Today’s prize will be the ASTD Technology Bundle, which includes:Designing M-Learning; Social Media for Trainers; Web 3.0 Research Report; The Rise of Social Media Research Report; and the Cloud Computing, Social Learning, and Using Web 2.0 Infolines. Good luck!�

AUTHOR CHATS TIME 7:00-7:45 a.m. 8:00-9:00 a.m. 10:30-11:30 a.m. 1:15-2:15 p.m.

AUTHOR Robert Vaughn Rita Smith Cindy Maxey and Kevin E. O’Connor

Dennis and Michelle Reina

CHAT TOPIC Training Professors to be Trainers and Vice-Versa

Strategic Learning Alignment: Make Training a Powerful Business Partner

Get Rid of “Busyness” – Ten Steps to Successful Time Management

Rebuild Trust in the Workplace to Renew Confidence,Commitment, and Energy

BOOK Decision-Making Training

Strategic Learning Alignment

10 Steps to Successful Time Management

Rebuilding Trust in the Workplace

AUTHOR SIGNINGS 9:30 – 10:00 a.m. 12:00 – 12:30 pm 3:00 – 3:30 pm

Jennifer Hofmann Daniel Tobin David Rock Karin Zastrow Jim Smith Jr. Kelly Hannum and Chris Ernst Patti Phillips

Cindy Huggett

Ann Herrmann-Nehdi

8 May 25, 2011Conference Daily

Visit us in Booth #1746