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John W. Cone

CONGRATULATIONS TO THE 2016 ATD STUDENT SCHOLARSHIP WINNERS! ATD John Coné Membership Scholarships: Kate Aument; Boise State University (Organizational Performance and Workplace Learning)Kelly Kuhn; Xavier University (Human Resource Development/Management)Kevin Collison; Temple University (Adult and Organizational Development)Elizabeth Aguilar-Barnett; Western Governors University (Instructional Design) Melanie Rodriguez; University of New Mexico (Organization, Information, and Learning Sciences)Sally Koppy; St. Joseph's College (Adult Education)ATD International Conference & Exposition Scholarship: Stephanie Tavarez; Capella University (Training and Development) ATD Essential Series Workshop Scholarship: Suzanne Wagner; LaSalle University (Instructional Technology Management)Students in a doctoral, graduate, or undergraduate program are encouraged to apply each fall for the ATD John Coné Membership Scholarship, ATD International Conference & Exposition registration scholarship, and the ATD Essentials Series Workshop scholarship. Applicants should be current students at the time of submitting the application. John W. Coné, former ATD Board Chair, started this scholarship fund to provide students the opportunity to further their professional careers in talent development. There is one online application for all scholarships, which will be posted on the ATD Students webpage on August 15. The deadline to apply is November 14, 2016.

ATD 2016 Student Scholarship Winners

ASTD offers students the opportunity to further their professional development by applying for a membership scholarship started by John W. Coné, former ASTD Board Chair.Seven students will be selected as recipients of the 2013 John Coné Student Scholarship:(1) ASTD International Conference registrationFull conference registration to attend the 2013 ASTD International Conference & Exposition in Dallas, TX, May 19-22(6) One-year national ASTD membershipsFull year of membership benefits including T+D magazine subscription, access to webcasts, podcasts, free research whitepapers, and State of the Industry Report in its entirety.Applicants must be considered a full-time undergraduate, graduate, or doctoral student at an accredited university, and meet the selection criteria to be eligible for both scholarships. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Do you know someone who has recently received a PhD in a workplace learning related degree program?They may be eligible to apply for the ASTD Dissertation Award, given to foster and disseminate research in the practice of workplace learning and performance. It will be presented to the person who has submitted the best doctoral dissertation for which a degree has been granted between September 22, 2011, and September 21, 2012. Deadline to apply is November 15, 2012.

THE JOHN CONÉ ASTD MEMBERSHIP SCHOLARSHIP

The American Society for Training & Development (ASTD) awarded seven scholarships to university students interested in the field of workplace learning and development. Six of the scholarships will provide a one-year student membership to ASTD, the world's largest professional association dedicated to the training and development field. One student received a scholarship to attend the 2012 ASTD International Conference & Exposition, the largest gathering for professionals in the learning and development field.Winners of the 2012 ASTD Membership Scholarship are:Susan D'Angelo, Suffolk UniversityEboni DuBose, Boise State UniversityMelissa Hahn, University of the PacificMalar Hirudayaraj, Southern Illinois University CarbondaleHarijanto Tjahjono, Boston UniversityLisa Woodley, University of PhoenixRecipient of the complimentary registration to the 2012 ASTD International Conference:Chaundra Whitehead, Florida International UniversityThe JOHN CONE' ASTD MEMBERSHIP SCHOLARSHIP is offered by ASTD to provide students the opportunity to further their professional development. It was started by John W. Cone', former chairman of the ASTD Board of Directors.

ASTD Announces Winners of the John Coné ASTD Membership Scholarship

Focuses on the implementation of electronic-learning to the training departments of companies. Increase of structured learning experiences; Performance changes from e-learning; Provision of coaching and reinforcement to people.

The Power of EPerformance August 2001

Discusses ways of resolving anomalies in the evaluation of human resources training programs. Interpretations of reliability Respondent rift Different responses to questions focused on the same general factors First impressionism Collision of group responses.

Confronting Anomalies in Evaluation

The theme of the Conference is "Training - Bridge Between Costs and Profits." In arranging the program we will tie in our speakers and leaders of the meetings with this theme.

Astd 20Th Annual Conference

Do you have a sales executive on your team that is always complaining about something? The sales quota is too high. The bonus is too low. The marketing strategy and positioning is not right. The economy is bad. The exchange rate is killing the margins. This list never ends. Despite the fact that these challenges occur, sales leaders need to be mindful of whether their sales team is facing challenges and issues with a “victim mentality” or “growth mindset.” Let’s explore how to recognize both behaviors in your team. Victim Mentality See no choices or power. Sales executive with victim mentality act as if they have no choices or power to change their poor sales outcome. They operate on external lock of control, in which they give up the pilot seat of their sales territory, clients, and results to occupy the spectators’ seat. By doing so, they avoid responsibility and accountability. Their behavior can be summed up by Richard Back: “If it’s never our fault, we can’t take responsibility for it. If we can’t take responsibility for it, we’ll always be its victim.” Unable to deal with rejection. Sales reps with a victim mindset become very upset when clients say, "I don't see any need to change” or “I am very happy with your competitor’s products.” They take these interactions personally and can get emotional when things veer away from the direction they envisioned. Consequently, they avoid new challenges and become more likely to give up easily. In the world of sales, this generally means the difference between failure and success. Indulge in self-pity and negativity. John W. Gardner says that “self-pity is easily the most destructive of the non pharmaceutical narcotics; it is addictive, gives momentary pleasure and separates the victim from reality.” Sales people who think like victims can be very detrimental to team engagement and organizational performance. They create a negative environment—full of complaints and stress. They are known for their ability to persuade other team members to sympathize with their negativity and helpless approach. Growth Mindset Focus on efforts. Sales executive with a growth mindset, look to challenges as an opportunity and focus on effort. Sure, sometimes external factors that are not within their control will determine whether they succeed or fail. But they know that the do control the effort they put in executing and developing their overall performance. According to Jeff Raikes, CEO of Bill & Melinda Gates Foundation, a growth mindset is “a key to closing the achievement gap." Encourage self-discipline. The sales executive with a growth mindset choses to be disciplined, look at the data as a tool for taking fast actions, and break down their challenges to make them more manageable. As a result, they learn from difficulties and outstretch their capabilities. Exhibit a positive attitude and resilience. Growth-minded sales people are strong-minded and resilient. They are always enthusiastic to learn new things and work an extra mile to overcome their sales quotas.  Their typical internal dialogue is: “What are the customers’ hot buttons? What can I do to conquer my key strategic customers? Where can I add real value? Where should I spend time, resources and energy to leverage my sales performance? Who are the key network brokers in this territory?” Embrace an entrepreneurial attitude. The sales executive with an attitude focused on growth takes care of their sales territory as if the company was their own. They are constantly looking for ways to add value to their team, organization and clients. These execs act as protagonists: focus on the real facts, ask hard questions that go to the core of the performance issue, and use their network to underline the root cause of problems. How to Foster a Growth Mindset Carol Dweck, a psychologist researcher from Stanford University, coined the term “growth mindset” and has spent the last three decades studying its impact on individuals’ performance. Not surprisingly, Dweck says that fostering a growth mindset “takes dedication and hard work” in her book Mindset: The New Psychology of Success. Fortunately, Dweck and her colleagues, Mary Murphy, Jennifer Chatman, and Laura Kray, offer some valuable lessons for sales leaders. Management support. Top management must drive the growth mindset agenda on their organizations.Culture. Build a sales organization culture, in which a growth mindset is the way of thinking—that offers benefits for individuals and the organization as a whole.Hiring. Recruit people who love big challenges, who want to grow, and who want to collaborate.Feedback. The language sales leaders adopt is crucial to developing a growth mindset. As a sales leader, praise effort not ability.Learning. Provide “growth mindset workshops” and encourage discussion groups. Growth mindset can be learned and developed. Researchers Laura Kray and Michael Haselhuhn study shows that “88 percent of people who learned a growth mindset wanted to dig in the talk that would improve their negotiation skills.” Their research concluded that people who learned a growth mindset had significant better negotiation outcomes than their counterparts.

How to Turn Your Sales Team's Victim Mentality into a Growth Mindset

Part I. Focuses on the latest trend in personnel management training and development. Reference to the outcome of the Future Search Conference in Orlando, Florida; Effects of globalization and workplace diversity; Demand for just-in-time learning.

THE GLOBAL PENDULUM

Presents books recommended by human resources professionals. 'On Leadership,' by John W. Gardner; 'Zen in the Art of Archery,' by Eugen Herrigel; 'Concept Analysis,' by Susan M. Markle and Philip W. Tieman.

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