SPOILER ALERT! – Possible connections to Disney’s Loki ahead.
I am somewhat enchanted by Marvel superheroes. When watching the various movies and/or shows, I am transported to another time and place, no tesseract needed. Because of that, Wednesdays have recently evolved from “hump day” to “can’t wait to get home and see what happens next day”. If only I could speed time up!
A philosophical thought currently going through my mind due to Loki is the idea of what being a variant really means. I question whether it’s a good or bad thing, and why there is a paradox in our human nature to either want to quash that which is different or embrace it by becoming such.
As a talent development professional, it seems I dance within that paradox. On the one hand, we support, document, and train on current procedures just the way they are. On the other hand, we look for ways to do so in different, more engaging ways, and often with completely new methods and resources.
As I reflect on this, I accept that both may be right or wrong depending on the circumstances. Building talent and resources, investing in others, and developing our workforce is full of nuance and “it depends”. I believe talent development professionals are successful in these efforts due to their openness, creativity, and flexibility, even in the face of uncertainty.
As our ATD Chattanooga Chapter supports our members and community, we remain focused on our mission whether you and/or your organization needs are to remain steady or seek out more innovation. That is our commitment to you, wherever you fall in the paradox.
ATD Summer Sale has begun. (June 28th through July 30th)
Now is the time to join, membership with ATD has many benefits: being the first to know about sales and events, a community of likeminded professionals, resources, and exclusive
Here's a sneak peek of what's on sale:
There is always something new to learn!
Be sure to check in weekly for surprise deals and offers you won't find any other time of the year.
Annual Membership Survey- We Want to Hear From You!
Stay tuned for the Membership Survey which will come out in Q3!
Who Am I kidding, Of
Course You Do!
ATD Chattanooga now has a chapter account with AmazonSmile. This means that 5% of our everyday shopping will go to supporting our chapter. All you have to do is select ATDCHATTANOOGA as the charity you want to support through your purchases.
Click here to visit our Chapter Link
July 15, 2021 | Staying on the Path to Making Training Stick
September 21, 2021 | Results through Relationship Intelligence
In partnership with SHRM Chattanooga, all programs have been submitted to SHRM-PDC AND HRCI recertification credit.
Join an incredible team! Enhance your LinkedIn profile. Add your new skills to your resume. Ensure you are a totally up-to-date learning professional with all the credibility that comes with that. Be cool and a part of a motivated board. We’ll set you up for success and help you transition into your new position.
Volunteer for a professional development opportunity! Many members want to contribute to the Chapter and have varying amounts of time to invest. Here are a few options if you would like to volunteer.
All volunteers must be members of the ATD Chattanooga Chapter.
Part One of a Five-Part Series on Inclusion & Diversity
We are biologically wired to reach out and connect with others. Even when we’re resting between cognitive tasks, our brains are oriented to socializing; we fall into a state researchers call the default mode. Scientists have developed a picture of what this mode looks like neurologically, and it’s remarkably similar to imaging of our brain when we’re using it for social thinking, trying to figure other people out.
But in our field of inclusion and diversity, we’ve noticed that while people seem to easily connect with those who are like them, relating to those who are different comes less naturally. Why?
The need to connect through differences: our changing society
One reason is that we also create some of our brain’s wiring. In one study, infants as young as nine months exhibited what researchers call the other race effect, where people have a hard time distinguishing between faces of those from different racial backgrounds. Other studies show that very small children can display a preference for people who are members of an “in group”—those who are similar to them—over members of an “out group.”
And us-them classifications continue to divide us as we grow. Much of our social discourse encourages us to feel threatened by and defensive towards those who are different. At the same time, our society is becoming more diverse than ever. Fifty years ago non-Hispanic whites in the U.S. outnumbered all other minorities combined two to one. But half of the babies born here last year were from racial or ethnic minorities, and according to the U.S. Census Bureau, by 2044 whites will cease to be the majority group in our country.
There has never been a more important time to tap into the benefits created by our increasingly diverse society. In our decades of work with organizations to increase inclusion and diversity, we’ve learned some interesting things about this subject.
Why inclusion and diversity matter
Some think diversity is only about differences. But as the term is applied in workplaces and social contexts, diversity refers to both the differences that help us see each other as distinct individuals and the similarities that help to connect us. These differences and similarities can be characteristics such as age, race, religion, sexual orientation, ethnic background and physical ability. But diversity also encompasses other aspects of our identity—gender identity and expression, core values, cultural norms and the ways we process information and approach problems.
The goal of increasing diversity in our workplaces has been around for a long time—significant historical milestones include women entering the workforce in large numbers during World Wars I and II, the integration of the U.S. military in 1948 and the Civil Rights Act of 1964. Over time, these events, laws and rulings have contributed to an increased awareness and acceptance of differences.
Of course, organizations quickly discover that it’s not enough to simply put disparate people together. That’s why the concept of inclusion, or creating an atmosphere that values, respects and intentionally engages differences, is so essential. An inclusive culture is one in which people feel comfortable, connected and supported with individuals who are similar, and also with those who are different. They are free to express their opinions and disagree because there’s a high level of trust among all group members.
Connect with Us:
©2021 ATD of Chattanooga
Chattanooga Area Chapter of ATD
Thanks to the generosity of QuestionPro and its Survey Software we are able to track new and exciting data for our stakeholders. QuestionPro's advanced features allow us to collect responses and distribute vital information to participants.