Award acceptance by CTG and Design team at AACC

AACC Design Team Wins National Awards- including our Corporate Training Group collateral pieces!

The Anne Arundel Community College Creative Services team earned seven Certificate of Excellence awards in Graphic Design USA’s 2016 American Graphic Design national design competition.

For more than five decades the competition has been open to design firms, ad agencies, corporations, non-profits, institutions, freelancers and students. It honors outstanding work of all kinds and across all media. Almost 10,000 entries were submitted, and a highly selective 15% were recognized with a Certificate of Excellence.


Unmanned Aerial Systems: The New Wave of Aviation Innovation

Our Global Corporate College Partner, Sinclair College, strives to remain at the cutting-edge of UAS training and applied research support through collaborations with leading UAS organizations in academia, government, and industry. The college is honored to be included as an active partner in both the Federal Aviation Administration ASSURE UAS Center of Excellence and National Science Foundation Center for Unmanned Aircraft Systems, and maintains active
Educational Partnership Agreements focused on UAS with the Air Force Research Laboratory and the Air Force Institute of Technology. Sinclair also founded and continues to sponsor the
Journal of Unmanned Aerial Systems, a peer-reviewed publication that serves the public as an open-access online resource enabling the development and distribution of knowledge for the UAS industry.

Read their white paper, Unmanned Aerial Systems: The New Wave of Aviation Innovation.

Aligning a Career Pathway in Advanced Manufacturing

Collaboration with key manufacturing companies allows our Global Corporate College Partner, Pellissippi State, Community College, to address obstacles manufacturers  face when building a highly-skilled workforce as well as challenges individuals may face when building a career
in advanced manufacturing. Employers explore pain points with educators to create programs designed to build career competencies; these collaborations ensure employer involvement in all program phases. Business is demanding skilled workers who can think and problem-solve on the job; modern manufacturing increasingly operates with generalists rather than specialists. Higher education can serve to bridge and fill learning gaps, connecting students of all ages with the hands-on manufacturing skills and the higher level thinking they’ll need to seamlessly transition into a demanding industry.

Read their white paper, Aligning a Career Pathway in Advanced Manufacturing.

What's in it for me?

Employee Training- What’s in it for the Manager?

by Ronni Townsend, Solutions Developer at Anne Arundel Community College

In many organizations operating managers have a multitude of reasons why it is not important for their team to participate in training.   Here’s some of the comments we’ve heard in the past:

  • No time
  • Not related to their work
  • No budget
  • Deadlines
  • Did I say No time
  • Class is boring
  • Doesn’t relate to team’s needs
  • Employees can just google the answer
  • Not my job to develop others

So why should your employees participate in training?

  • Goals are achieved by people.  Engaged employees produce better results than employees who do just what they are told to do.  Training shows you value your team and inspires them to even better performance.
  • Organizations are constantly changing.  What worked in the past may not be the most effective way today.  Learn something new every day.
  • Today’s customers expect high levels of customer service from every “touch point” in your organization.  Uniform training, coaching and education means that the customer experience will be consistently delivered by everyone on your team.
  • Organizations produce improved results only when their people improve their performance.  Doing things the same as we did in the past means the organization is slipping behind.  Remember the definition of stupidity: “Doing the same thing and expecting a different result”.
  • What are the leaders’ points of pain?  Send your team to training that impacts these areas.
  • The success of your team usually relies on cross-functional relationships.  Attending training with members of other teams builds those relationships.
  • Training allows your team to reflect on what they do well and what they did wrong.  These lessons learned improve performance.

The bottom-line: trained employees are better performers who achieve better results and that makes the manager look good and his/her job easier. That’s the manager’s WIIFM!

training is like tennis

Leadership Lessons From the Tennis Court

by Ronni Townsend, Solutions Developer at Anne Arundel Community College

Effective leaders practice their skills in every aspect of their lives, not just on the job.  After a particularly grueling tennis match (double faulting the final point in a third set tie-breaker), I began to reflect that tennis and effective leadership sure have a lot in common, so I thought I’d share some lessons learned from that tennis match:

  • Be patient, wait for the right opportunity (strategic thinking)
  • Smart shot placement beats aggressive hitting (think before acting)
  • Winners use a variety of shots that vary depending on the situation (that’s situational leadership)
  • Follow through keeps the ball under control and in the court (systems thinking)
  • Build partnerships based on strengths- no one is good at everything (teambuilding)
  • No one wins the game all the time, but it’s the relationships that matter (principled negotiations)

Reflection makes us a better person, a better leader and hopefully a better player… game, set, match!

The Real Riggs

What my foster dogs teach me about leadership

Dogs are fantastic creatures, influenced so much more by what we do than by what we say.  Do we lead in the workplace the same way?  Are we conscious about our influence, our leadership?

Recently my husband and I finally “foster failed”.  In our dog rescue, Operation Paws for Homes, a foster fail is defined as taking in a temporary foster (a shelter dog rescued from a high kill shelter) and then adopting them yourself – making your home their forever home.  This little Chihuahua mix quickly made his way into our hearts and we couldn’t bear to part with him.

Fast forward seven months later and we have a “growing problem” on our hands.  Our cute little foster fail is quickly becoming public enemy number one!  How did that happen?  Well, the signs have been there and problem behaviors have been escalating.  We knew we needed to dedicate more conscious time to him, reinforce good behaviors, establish trust, and provide the basics…. but where to find the time? At this point, we knew it was time to bring in the professionals, a private trainer to come in and intervene.

It’s a story told too many times by many of our clients in corporate America.  We manage people every day with specific assignments and direction, but do we consciously lead? Do we really know how we influence our people?  Do we make what Covey calls “deposits in the emotional bank account” of others, taking the time to gain/build trust?  Do we ask for help when needed before our “growing problems” become “public enemies”, distractions and/or potential barriers?

The honest truth is, most of us are spread too thin and we only have so much time, energy and effort to give.  Some things have to suffer…. right?

“Change takes effort.  And the reality is, most people don’t want to put in effort to better their life.” ~ Cesar Millan, Dog Whisperer

Current Lesson:  Good leaders acknowledge their shortcomings, regardless of the reason, put in the effort to do better and seek out assistance when needed.

Written by Sonja Gladwin, Director, Sales and Solutions, Center for Workforce Solutions at Anne Arundel Community College and Regional Leader, Global Corporate College.  Sonja leads a group of innovative training professionals that solve business challenges, providing training and business solutions that attain measureable performance results

To learn more about taking advantage of AACC as your preferred training partner and full-service business support center, visit or call 410-777-2732. Email:

How to Get Employee Engagement and Why You Should Care

As a mid-size business, you need a way to edge out the “big guy” competitors! Your people are your most valuable commodity!  Don’t let years of wisdom and experience walk out the door… don’t let the human capital your company has developed go to your competitors!

•    Experts tell us that the most critical thing you should be focused on for gaining a sustained competitive advantage is improving employee engagement. Engaged employees far outperform work groups that are not engaged.

•    Experts predict that employee turnover rates may soon rise to 65%, and with the cost of front-line employee turnover running approximately 1 ½ times that of their annual salary, the ability to engage and retain valuable employees has a significant impact on an organization’s bottom line.

How do you get employee engagement? You find it in the interaction skills and behaviors of your own supervisors and managers! Supervisors who are skilled in interacting with their people increase the engagement of front-line workers.

As an added bonus, we can enhance your success as we apply our continuous learning model to your training and coaching, for real on-the-job behavior change and positive business impacts.

Help your leaders, supervisors and managers improve their leadership skills at AACC and improve your bottom line.

Call us today at 410-777-2732 or email

The infographic “Employee-engagement” can be downloaded, below.

employee engagement gets you a competitive Advantage

Employee Engagement