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Learning and Performance

2011 Award Recipients


For Profit

PEP (Practice Execution Program)
As an aggressive, patient-centered growth company, Aspen Dental Management, Inc. (ADMI) has been focused on programs related to new office openings. In an effort to better support existing practices and their associates, the ADMI Training and Development team developed the PEP (Practice Execution Program). This face-to-face program works to improve communication and teamwork between the office leaders; dentist and practice manager.  Practice-centered analysis, reflection and collaborative exercises highlight this 2.5 day event and reinforce the understanding that when the manager and dentist forge a solid working relationship, strong results in practice performance and patient satisfaction are achieved.   


For Profit
Special Recognition

Plant Performance Learning Services

ITT’s Plant Performance Learning Services (PPLS) offers training solutions for optimizing industrial plant performance to customers and distributors around the world. The variety of courses offered targets different levels of plant personnel for a customer with a goal to increase in-plant reliability competency. Our needs assessment process allows us to identify the potential gap between the current skills/knowledge and the desired level of performance. The gaps are used to define training objectives and develop courses specific to customer needs. Subject matter experts are trained in delivering the courses that support a learner centered training environment. The goal of PPLS is to provide training to generate revenue that positively impacts growth and profitability.


Not for Profit
External Stakeholders


Industrial Certification and Training (ICT) Program 

The Industrial Certification and Training program was a collaborative initiative of the Westcott Community Center and MACNY, The Manufacturers Association, as well as over 15 other collaborating organizations, to provide training for emerging and transitioning workers living in poverty, leading to industry recognized credentials and jobs. Participants were recruited through community based organizations and the courts. Eligible participants received orientation, intensive case management, employment readiness skills, and job specific training. At the conclusion of the training program, case managers assisted participants in the job search process with partners providing opportunities to meet potential employers and get hired.


Not for Profit
Internal Stakeholders

Improving the Climate and Culture in the Transportation Center 

The North Syracuse Central School District Board and District Administration made a commitment to begin to change the environment and climate within the Transportation Center. Six areas of importance were identified that, if addressed, could begin to have a positive impact on morale among employees. These focus areas were: Respect, Expectations, Communications, Fairness, Recognition and Teamwork. The district made a substantive, and visible, effort to provide resources for employees to take ownership of their morale and be influential in the shape of their future work relationships: to create their own culture.


Special Commendation

College While You Work

Because the clinical laboratory is not as viewable to the public as some careers, and with an exodus of healthcare workers to retirement, the clinical laboratory has been facing a shortage of technologists. Laboratory Alliance took it upon itself to make its own technologists by recruiting college biology and chemistry graduates into healthcare. In collaboration with Broome Community College, these graduates were provided technical training while working at Laboratory Alliance. Laboratory Alliance provided daily on-line study time and hands-on laboratory experience. 



The Leadergrow Method of Preparing and Delivering Exceptional Leadership Development Programs 

When conducting leadership development training, it is necessary to design the program to custom fit each particular situation. The ability to create laser-focused leadership development programs quickly is often critical to meet customer demands and timelines. The Leadergrow process obtains customer input using a user-friendly survey process and company historical data and rapidly configures an intervention that will be a perfect fit for the current need. The result is a totally customized leadership development program that can be ready for implementation in less than two weeks from initial contact.



Maria Salomone

Manager, Plant Performance Learning Services, ITT Industrial Process 

Maria was asked to form a new sector of ITT’s aftermarket business of selling training services to customers and distributors around the world. Her objective was to start up a for-profit training function in an organization that historically provided training at no or low cost. Through Maria’s leadership and learning expertise, she successfully transitioned a cost-center to a profit-center while developing and delivering world class customer training courses that are superior to competitive offerings. Maria has met her targets and built a training function that is generating revenue and has met company goals in 2010. 

2011 CNY BEST Nominees 

2011 CNY BEST Nomination Summaries


For Profit
Alliance Bank, N.A.

Aspen Dental Management, Inc.

Hezel Associates, LLC

ITT Industrial Process
Otis Technology
Time Warner Cable

Not for Profit
Internal Stakeholders
Lewis County General Hospital
North Syracuse Central School District
SRC, Inc.
Upstate Medical University

Not for Profit
External Stakeholders
Partners for Education & Business, Inc.
St. Joseph's Hospital Health Center Outpatient Mental Health Rehabilitation Department
Westcott Community Center/MACNY, The Manufacturers Association

Laboratory Alliance of Central New York, LLC

Leadergrow Inc.
Ken Steiger, Steiger Training & Development

John F. Edwards
Maria Salomone

Recognizing excellence in learning and performance in the CNY area

2011 CNY BEST Sponsors


Thank you
Keynote Speaker

Cindy Huggett, CPLP
Author, "Virtual Training Basics"

Trends in Virtual Learning
What You Need to Know Now

"It's training, centered on learners, engaging learners"

Thank You CNY BEST Judges 

 Mark Britz, Aspen Dental Management, Inc.; CNY ASTD President
Melanie Brunet Relyea, Oneida Nation Enterprises, Turning Stone Resort and Casino
F.S. Caliva, Jr., CenterState Corporation for Economic Opportunity
Keith M. Flynn, PHR, Kilian Manufacturing Corp.; CNY SHRM President
Kim Gailor-Layton, New Horizons Computer Learning Center of Syracuse & Rochester, NY
Cathy Gaynor, Productivity Leadership Systems, LLC
Laura Georgianna, Welch Allyn, Inc
Kathy Goldfarb-Findling, Allyn Foundation
Thomas Hadlick, WorkKeys Center at University College
Gregg Lawson, Loretto
Ellen Loughrin, SRC
Denise McGraw, Time Warner Cable
Sherry A. Mossotti, Leadership Greater Syracuse
David Sokolowski, Aspen Dental Management, Inc.
Robert Williams, Elmira College
Bob Zimel, CPLP, The Children's Place; ASTD National Advisor for Chapters

Sharing BEST Practices

Annual program where CNY BEST Learning and Performance Nominees share information about their nominated practices

September 21, 2011

Sharing a diversity of topics and techniques

"Hearing the positive impact training & development initiatives are having"
"Best Practices; Innovative Ideas"
"Wouldn't miss it next year!"

2011 CNY BEST Committee
Diana Wolgemuth, Chair
Dale Carnegie, Inc.

Lisa Brennan,
Aspen Dental Management, Inc.
Karen Dejarnette,
Empire State Development
Phil Doughty
Syracuse University-School of Education

Brenda Grady,
ACME Planning
Carol Hill
Eileen Hudack

PO Box 6343
Syracuse, NY 13217-6343


Central New York Chapter of
Association for Talent Development (ATD)

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