Chapter Connections

Our first Learning Event of the year was an intimate gathering featuring James Heideman, Ph.D., who engaged ATD Orange County members in a thought-provoking conversation about identifying and applying competencies in the workplace. He also shared insights into his process for writing a book.

Local author James Heideman, Ph.D., talks with Doaa Saleh, CPTD, as other ATD Orange County members network at the CraneMorley headquarters.

This is the second time CraneMorley has hosted an ATD Orange County event in their corporate headquarters in Irvine. Last year, the CraneMorley team had shared their work incorporating XR into Learning and Development interventions. This year, they introduced local author James Heideman, Ph.D. to the community as he shared his vision of adopting forward-looking competencies for exceptional performance, no matter what job role we assume throughout our career.

The Key Analogy

Dr. Heideman explained the idea of applying competencies with an analogy: riding a bicycle. 

“What,” he asked us, “are you focusing on when you are riding a stationary bike?” 

“Heart rate,” one suggested, and others took up the thread. “Distance. Calories.”

“These are all internal measures of your performance,” Jim agreed. “Now let’s say you’re riding a real bicycle. What are you focusing on then?”

There was general agreement that the focus had shifted. Even if we were riding the real bicycle as a form of exercise, while on the bike we were more likely to focus on the path we were taking. Obstacles in that path. Traffic.

This was analogous to the shift between job abilities and competencies.

When we focus on our abilities, we focus on performing the task and using our skills to complete the task. We rely on internal measures to identify if the task has been completed. However: we perform our jobs within a larger organization teeming with a wide range of external factors which influence what we do, and which are influenced by us. If we cannot read situations and then take practical, rational, and logical action in response to those situations, we cannot excel in meeting the organizational goals associated with that task.

Competencies are not new concepts in the business world. They've been studied for quite some time, and Dr. Heideman addressed some of the business leaders who had identified as many as 21 competencies that would support professional success. What differentiates Dr. Heideman's book is its focus on the instructional design profession, and the personal stories that exemplify how the competency can be applied.

Which led to a key point of discussion in the second half of the program: on writing a book. We can find a myriad of books in the library — the ATD Catalog has nearly 350 books on talent development alone — but none of those books will have the perspective and experiences that we bring to the field.  If you have something you would like to share, Jim tells us, you might as well get started now. 

Dr. Heideman used just five slides to outline his key concepts before opening the floor for Q&A.

Applying Competencies Ourselves

We decided to get started applying the competencies by the conclusion of the meeting.

One of the competencies that Dr. Heideman stressed was quite important: Self-Assessment.  He gave the example of conducting, after every project, an after action assessment to determine how well his actions had met organizational goals.  

In that spirit, we performed a bit of an after-action assessment ourselves.

• Add agenda details, highlighting focus on community
  We recognized that we did not include the event agenda in its description.  We want the community to know that networking and community socialization is a planned part of each of our Learning Events going forward.
  
  
• Include the full address, including suite numbers
  We neglected to include the Suite number in the venue address, causing the dedicated few to slowly drive through the parking lot looking for a likely place to meet. We’re sincerely hoping that everyone who had arrived at the location was able to find us, and didn’t give up and return home.
  
  
• Adjust event start times based upon attendee preferences
  Long ago, we had begun our evening Learning Events at 6:00 PM. We recently shifted to meet at 5:30 PM with the intent of getting folks home earlier. But we recognize that traffic can be daunting in the evenings, and dissuade folks from attending if they realize they’re going to be late.  So: 6:00 PM it is. We’ll start with the networking activity, so even if you’re stuck in traffic, you’ll have that much more time to make the presentation portion of the event.

"There is a reality to this, and that reality is in our everyday jobs. So whether you're in the medical industry or whether you're in communications or airline industry, it doesn't matter. You face the issue and resolve it." – Dr. James Heideman, Ph.D.

Dr. James Heideman shared this insight during an interview about his newly released book, Practically Competent: Navigating Organizational Currents. The book transcends theories and abstract ideas, offering a practical guide to tackling the real challenges professionals face every day.

Drawing on decades of experience in the automotive industry, Dr. Heideman introduces his framework for “competency application,” built around 14 key competencies. When applied strategically, these competencies help professionals move beyond technical expertise into actionable, results-driven performance. “I feel what I call competencies are what play a key role in producing effective performance,” he explained. “It’s not just matching the skill to the task—it’s applying those skills to tasks in that environment.”

Dr. Heideman underscores that while technical skills can be learned, it’s the ability to adapt and apply those skills in diverse, ever-changing environments that distinguishes exceptional performers. “The agility and ability of an instructional technology professional to recognize their environment becomes a key differentiator in effective performance,” he explained. By focusing on these adaptable core competencies, Dr. Heideman’s framework transcends industry-specific demands, offering a universally applicable approach to achieving excellence.

Instead of viewing challenges as obstacles, Practically Competent reframes them as opportunities for growth. Whether it’s navigating regulatory changes in automotive manufacturing or adapting to rapid technological advancements, Dr. Heideman’s book offers a structured yet flexible approach to problem-solving. By focusing on real-world applications, Practically Competent equips professionals to meet challenges head-on, fostering not just competence but true excellence.

You can listen to our full interview with Dr. Heideman here.

Something new appeared on the ATD Orange County calendar this month: the PowerTable.

What is it?

The PowerTable is a virtual roundtable discussion exclusively for ATD Orange County Power Members. It’s designed to blend the expert knowledge and research provided by ATD National with the vibrant, supportive community we’re building here in ATD Orange County.

This month, we piloted this new format with a discussion on “Drip-Feed Learning”, a concept introduced in the November issue of TD @ Work: "Improve Retention with Drip-Feed Learning."

The goal of the PowerTable is to create an open space for members to explore relevant topics and brainstorm practical solutions. During this session, we:

• Shared Ongoing Projects: We began by discussing our current training initiatives, particularly the transition from instructor-led to self-directed learning.
• Explored Drip-Feed Applications: The group explored how drip-feed learning could support this transition, brainstorming ideas like integrating social enterprise networks such as Microsoft Teams or Slack for continuous learning.
• Considered Diverse Learning Channels: Participants discussed using chatbots, AI tutors, and podcasts as tools for delivering bite-sized learning content. We even debated whether webinars—or their recordings—could serve as drip-feed learning.
• Agreed on the Power of Drip-Feed Learning: The group aligned on one key takeaway: a well-structured drip-feed learning approach can spark curiosity and sustain learner motivation over time.

Lessons Learned & Next Steps

As a pilot session, this PowerTable taught us valuable lessons:

• Improve Resource Accessibility: Each PowerTable will reference a TD @ Work issue (free for ATD National members), so we'll make those resources easier to access before the session.
• Simplify Event Access: Since this is a members-only event, we’ll include the Zoom link directly in the event description to streamline access.
• Experiment with Timing: The group liked the idea of a lunchtime session but suggested starting earlier, perhaps at 11:30 AM. We’re also considering a breakfast session to take advantage of fresh morning energy for thoughtful discussion.

The PowerTable is a work in progress, and we’re excited to keep refining this space for meaningful, member-driven conversations.

Have ideas for future topics or feedback on the session? Let us know!

At our December event, members came together to create Vision Boards—a creative representation of our goals, dreams, and aspirations. Among the boards shared that day was one by Kim Khue-Chieffo, who is preparing to take on the mantle of Chapter President. Her Vision Board offered more than personal goals; it painted an inspiring perspective for ATD Orange County’s future.  Rooted in the principles of connection, investment, and growth, her vision centers on fostering a vibrant community, advancing professional learning, and collaborating to solve real-world challenges. Here’s how she envisions the road ahead:

Community

“I envision our rooms to be filled with professionals from all areas of the talent development field. We are learning from one another, building each other up,” says Kim.

This vision emphasizes inclusivity—a space where members from diverse professional backgrounds form meaningful connections that propel both personal and career growth. ATDOC seeks to support professionals navigating transitions or pursuing new aspirations by providing the tools, relationships, and networks necessary to thrive in today’s dynamic environment.

Professional Learning

Kim takes pride in her contribution to ATDOC’s legacy of leadership development. “We’re committed to creating opportunities for professionals at all levels and stages of their careers, and fostering a sense of community for all professionals who wish to further develop professionally and personally.”

This commitment extends beyond our monthly learning events and workshops. ATDOC itself functions as a dynamic learning organization, offering members opportunities to develop skills by taking on leadership roles, participating in events, or collaborating on initiatives. The Chapter remains aligned with members’ needs, ensuring timely and relevant learning experiences that support personal and professional success.

Solve Problems Together

“We have so much talent in our community to solve any business problems,” Kim states. “Our goal is to expand work experiences and keep our reputation in the business community as trusted solution providers.”

As organizations grapple with the evolving workplace, ATDOC is stepping up to bridge the gap. By connecting with experts to integrate technologies like AI into L&D practices, the Chapter positions itself as a hub for innovative problem-solving. By leveraging the collective expertise of its members, ATDOC strengthens its community while delivering tangible value to businesses across industries.

Kim Khue-Chieffo’s vision for ATD Orange County—rooted in connection, investment, and growth—is both a roadmap and an invitation. As she reflects, “The best gift of serving on the Board is the connection to experienced leaders from National and other chapters. It’s humbling and rewarding to contribute to our Chapter’s goal of continuous leadership development.”

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Now, it’s your turn. How do you see ATDOC evolving in the years to come? What challenges, opportunities, or innovations should we prioritize to best serve you?

Join the conversation! Share your vision for ATDOC’s future in the comments below, or on the LinkedIn post that you probably selected to get to this article. Together, let’s connect, invest, and grow.

Patience, adaptability, and the power of connection in volunteer leadership.

Leading in a volunteer organization comes with its own unique challenges and rewards. For Gillian Wilson, her time as a leader at ATD-Orange County taught her the importance of patience, teamwork, and building meaningful professional relationships. Her journey serves as a powerful reminder of the growth and connection that come from stepping up to lead.

The Balance of Patience and Progress

Gillian’s experience as a board member highlighted a fundamental truth: leading volunteers requires flexibility and understanding. Unlike traditional workplace teams, volunteer board members are balancing their ATD-OC commitments with busy professional lives and personal priorities.

“You have to understand that the board is important but not their first priority,” Gillian shares. “Working around that to get things done takes patience, collaboration, and time.”

For Gillian, this meant adjusting expectations and allowing extra time to achieve goals. Her leadership experience tested her ability to keep projects on track while fostering a supportive and understanding team environment—an essential skill for any leader.

Achieving Results Together

One of Gillian’s proudest accomplishments was leading the revision of ATD-OC’s chapter bylaws. Though the process took longer than expected due to the dynamics of volunteer leadership, the accomplishment reflects her perseverance and ability to navigate challenges.

By adapting to her team’s needs, Gillian demonstrated that leadership isn’t about pushing people—it’s about working with them to move forward. Her experience shows that with patience, persistence, and teamwork, even the most complex projects can come to fruition.

Connections That Matter

Beyond project accomplishments, Gillian found immense value in the relationships she built during her time at ATD-OC.

“I know more about the companies and organizations operating in the OC area—some I hadn’t heard of previously,” she explains. But it’s not just about networking; it’s about connecting with passionate individuals who share your goals and values.

Gillian describes these relationships as ones she can rely on for years to come: “People who have your back and who I know I can reconnect with down the line.” ATD-OC offers a unique space to foster connections that extend far beyond board meetings, workshops, or events.

Gillian’s Leadership Lessons

Gillian’s experience at ATD-Orange County offers key insights for anyone looking to develop their leadership skills:

1. Patience Is Essential: Volunteer leadership requires flexibility, understanding, and the ability to adapt to others’ priorities.

2. Collaboration Builds Success: Great leaders work with their teams, not against them, to achieve collective goals.

3. Connections Are Powerful: Relationships built through leadership roles can provide lasting personal and professional value.

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ATD-Orange County: Your Platform for Leadership Growth

Gillian Wilson’s story reflects the opportunities for growth, connection, and accomplishment that ATD-Orange County provides. By stepping into leadership roles, volunteers like Gillian not only make a difference for the organization—they also gain skills that transform their own professional journeys.

At ATD-OC, leaders learn to navigate challenges, inspire teams, and foster connections that last a lifetime. Whether you’re looking to refine your leadership style, take on new projects, or build relationships with professionals in the L&D community, ATD-OC is the place to grow.

Are you ready to take the next step in your leadership journey?

How leading volunteers and celebrating success builds lasting leadership skills.

What does it take to lead in a volunteer organization? For Lynn Nissen, leadership at ATD-Orange County was about understanding people, celebrating team accomplishments, and finding joy in the process. Her experience serves as a powerful example of how ATD-OC empowers leaders to grow, connect, and make a meaningful impact.

Leadership Is About People

Lynn’s leadership journey at ATD-OC reaffirmed a critical lesson: volunteers are driven by purpose, not paychecks. Unlike traditional leadership roles, where compensation often motivates teams, leading in a volunteer environment requires a deeper understanding of individual motivations.

“No two people are the same. No two leaders are the same,” Lynn explains. “It’s up to you to find what motivates each leader.”

For Lynn, this meant recognizing that how you communicate—what you say, how you say it, and how you make others feel—is the key to engagement. Volunteers stay committed not because they have to, but because they feel valued, inspired, and connected to a shared purpose.

Celebrating Team Successes

Lynn’s pride in her role as a leader comes not from personal achievements but from what the ATD-OC team accomplished together.

“The successes this year belong to the chapter,” she shares, pointing to highlights that reflect the team’s dedication:

1. Gamification Workshop: A standout event that engaged members and elevated learning.

2. Creating Training Program: Graduating seven new professionals—a testament to ATD-OC’s commitment to skill development.

3. A Mix of In-Person and Virtual Learning: Ensuring flexibility and accessibility for all members.

4. ATD ICE Chapter Team: Representing ATD-OC on a national stage and showcasing the chapter’s impact.

These accomplishments reflect the collective efforts of leaders and volunteers working toward a common goal—supporting the professional growth of the L&D community.

Connections That Last

Lynn’s role at ATD-OC also gave her the opportunity to build meaningful connections with members passionate about their professional development. This year, co-leading the Creating Training workshop series, she engaged with individuals focused on honing their skills and growing their careers.

“It was great to get to know each of them as individuals over the course of the workshops,” Lynn reflects. These connections are more than just professional—they are lasting relationships built on shared goals and mutual support.

What Lynn’s Story Teaches Us About Leadership

Lynn’s experience as a leader at ATD-Orange County offers powerful takeaways for anyone looking to develop their leadership skills:

1. Lead with Empathy: Understand what motivates individuals and communicate in ways that inspire and engage.

2. Celebrate Team Wins: Leadership isn’t about personal success—it’s about empowering others to shine.

3. Build Meaningful Connections: Relationships built through leadership roles provide lasting value, both personally and professionally.

Your Leadership Journey Starts Here

ATD-Orange County is a place where leaders like Lynn Nissen grow, connect, and make a difference. Through hands-on experiences, collaboration, and mentorship, ATD-OC provides the platform to build the leadership skills that matter most.

Whether you’re mentoring others, leading programs, or supporting chapter initiatives, you’ll find opportunities to develop the empathy, communication, and connection that make great leaders.

How mentorship, growth, and a passion for giving back shaped Michele Bivens' leadership experience.

Leadership opportunities often emerge when we least expect them. For Michele Bivens, serving as the CFO for ATD-Orange County wasn’t just about budgets and reports—it was about building connections, fostering mentorship, and leaving a legacy for future leaders. Her story is a testament to how stepping into a leadership role with ATD-OC can spark personal growth and professional transformation.

Mentorship: An Unexpected Gift

When Michele joined ATD-OC, she didn’t anticipate the profound impact mentorship—both giving and receiving—would have on her leadership journey.

“I recognized that mentors can be found anywhere,” Michele shares. Through her interactions with volunteers and members who reached out to her, Michele found herself guiding others to uncover insights they might not have realized on their own. At the same time, she learned from those around her, gaining lessons from board members and volunteers.

This reciprocal mentorship experience reinforced a critical leadership truth: when we open ourselves to both teach and learn, we create opportunities for unexpected growth.

A Legacy of Improvement and Impact

As CFO, Michele brought her dedication to excellence and her commitment to leaving the role better than she found it. From streamlining processes to improving financial transparency, her contributions have created a lasting impact:

• Transitioning ATD-OC’s bank accounts to a nonprofit-focused institution, helping ATD-OC save money while increasing returns on savings.

• Simplifying financial documents to make monthly reports easier for non-financial board members to understand.

• Updating process documents to provide a valuable resource for her successor.

Michele didn’t stop there. Recognizing the value of mentorship in her own experience, she paid it forward. Over several months, Michele worked closely with the incoming CFO, sharing knowledge, processes, and insights to ensure a seamless transition.

“It was extremely important to me to pay forward the mentorship I received,” she reflects. Her efforts exemplify ATD-OC’s culture of collaboration, support, and shared success.

Leadership Lessons That Last

Michele’s experience at ATD-OC highlights key leadership lessons:

• Mentors Are Everywhere: By staying open to learning and guiding others, you’ll uncover opportunities for mutual growth.

• Leave a Legacy: Leadership is about making a positive impact that outlasts your tenure.

• Pay It Forward: Sharing your knowledge and experience ensures the next generation of leaders can thrive.

Why ATD-OC Is a Leadership Launchpad

Michele’s story is just one example of the transformative leadership opportunities available through ATD-Orange County. Whether you’re leading workshops, mentoring new professionals, or stepping into a board role, ATD-OC provides a supportive platform for developing essential leadership skills.

“Mentoring and receiving mentoring outside of our organizations can help us grow in ways we did not expect,” Michele shares. Her experience proves that leadership doesn’t happen in isolation—it happens when we connect, share, and learn together.

Take the Next Step in Your Leadership Journey

Are you ready to develop your leadership skills, connect with like-minded professionals, and make a lasting impact? ATD-Orange County is here to support you every step of the way.

Discover what leadership opportunities await you—get involved with ATD-OC today!

In May 2014, ASTD became ATD, launching a new logo that communicated warmth, openness, and a focus on the future. A decade later, ATD is updating its visual identity once again—this time to further embrace inclusion and accessibility for all.

The new colors you’ll notice on our website aren’t just a fresh coat of paint. They’ve been carefully selected to make the online experience more accessible for all users, particularly those with visual impairments. The dark blue, neutral gray, and softer green were chosen to improve readability and ensure important elements stand out clearly. These changes are designed to enhance the experience for everyone engaging with our resources.

By adopting these colors, we are taking steps to align with widely recognized accessibility guidelines, enhancing readability and visual clarity across our digital and physical materials. This isn’t just about compliance—it’s about ensuring that anyone, regardless of ability, can access the resources they need to develop, grow, and connect to a world that works better.

At ATD, we are not only promoting inclusion—we are walking the talk, making deliberate choices that reflect our values in every aspect of our brand.

Sometimes, an opportunity falls into your lap. This is one such a time.

We are thrilled to announce a unique volunteer opportunity for our chapter members at the DevLearn 2024 Conference & Expo, happening from November 6 – 8, 2024, at the MGM Grand Hotel in Las Vegas, NV. This event is the perfect occasion to immerse yourself in the latest learning technologies and connect with industry leaders.

By volunteering, you'll play a crucial role in ensuring the conference runs smoothly. As a thank you for your support, you'll receive one complimentary day of conference attendance for each day you volunteer.

The details:

• Volunteer for either a pre-conference or full conference program, attend a full conference day for free.
• Travel and hotel costs will not be covered. You will have access to the DevLearn reduced room rate.
• Opportunity offered through our sister Chapter: ATD Central Florida
• Volunteer form must be completed by September 30 to have volunteer registrations turned in on time.

Sign Up Today

This was offered to ATD-Orange County chapter members by our sister chapter in Central Florida.  If you're interested, complete the DevLearn Volunteer Interest Form, here.

Because of the exclusiveness of this opportunity – it's DevLearn, for crying out loud – this is limited to ATD-OC annual or semi-annual members only.

Right now, you’re recognized as a skilled trainer and designer within your organization. What about outside your close-knit network?  How can you distinguish yourself as a talent development leader, someone whose expertise can’t help but advance the learning and development objectives of any organization in Orange County?

Consider achieving ATD’s CPTD certification. CPTD certification isn’t just a credential; it’s the key you’ve been seeking to unlock enhanced credibility, leadership roles, and continuous growth.

However, applying for any credential may seem like a daunting task.

The CPTD Study Group is an excellent opportunity for those looking to prepare for the CPTD exam. The goal of this study group is to provide a supportive and collaborative environment where participants can work towards earning their CPTD certification.

While it's up to each individual to decide when they want to take the exam, the study group encourages participants to commit by submitting an application and picking an exam date. This helps foster accountability and ensures that everyone stays on track.

The study group offers various ways for participants to learn and understand the material, including presenting it to the group. Hearing from others about their study techniques and approaches can be incredibly valuable. Additionally, the moderators, who have all gone through the exam process, provide insights and guidance that can make a significant difference.

The last cohort had moderators from 9 chapters across the United States, further demonstrating the breadth of expertise and support available to participants.

If you're serious about earning your CPTD certification, the CPTD Study Group - Fall Cohort is an earnest and worthwhile investment of your time and effort.  It begins Tuesday, August 27, runs through November 12, and is free to all ATD-Orange County members seeking to take the first step towards unlocking your full potential as a talent development leader.

Learn more: https://atdoc.org/event-5811807