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When Training Smells
 

When Training Smells

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Six mistakes to avoid to ensure your training programs don't stink.

Six mistakes to avoid to ensure your training programs don't stink.

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    When Training Smells When Training Smells Presentation Transcript

    • When Training Smells
    • Let’s face it.
      We’ve all taken bad training.
    • Let’s face it.
      We’ve all taken bad training.
      What’s worse is when the one creating bad training is YOU.
    • No matter how hard you work at it –
      Haphazardly piling courses, information, tools and resources together does not equal training.
    • Maybe it’s time to rethink your approach.
    • How to Get a Date Using ADDIE by i328328i
    • “Traditional ways of training are obsolete.”
      ~ The Peanut Gallery
    • “Traditional ways of training are obsolete.”
      ~ The Peanut Gallery
      Well, you can’t relycompletely on informallearning either.
    • Formal
      InFormal
      “When you dig down into the details, you’ll find that all learning is part formal and part informal. The only thing worth discussing is the degree of formality or informality, for it’s never either/or.”
      Source: Jay Cross
    • You’ll find lots of information available from experts in the field.
      But to get you started, here are the…
    • Low or no quality training content
    • If you’re a slave to the latest fashions in technology and design or you’re simply impressed more with quantity over quality in your efforts to build training, you need to stop what you’re doing and step away from the computer right now.
    • Offering loads of random, outdated training content (even if it’s stylish) STINKS.
    • Instead, you must target, target, target:
      The objectives
      The audience
      The needs
    • This does not mean you should make it simplistic.
      Simplistic
      Ignorance
      Inattention
      Laziness
      Deception
      Easy for us
      SIMPLICITY
      Awareness
      Knowledge
      Spirit of helping
      Honesty, Sincerity
      Easy for them
      Source: Garr Reynolds
    • “Just say No!” to tired training. Solid training programs are key to company performance.
    • “Just say No!” to tired training. Solid training programs are key to company performance.
      Studies show companies that choose to make larger investments in their employees have higher customer retention rates and are better positioned for success.
      Source: Laurie Bassi
      http://www.mcbassi.com
    • Sears has demonstrated that, when employee satisfaction levels rise by 5%
    • Sears has demonstrated that, when employee satisfaction levels rise by 5%
      that leads to a
      3.5% increase in sales.
      Source: Wharton University of Pennsylvania
    • Look ahead without looking behind
    • Acknowledge their knowledge.
    • Acknowledge their knowledge.
      Provide the proper prerequisite training to appropriate members of your audience to ensure everyone starts off on the right foot.
    • Embrace familiarity.
      Once you have the content mastered, build using the tools and networks your audience already knows.
    • Learners must know how to walk before they can run.
    • One size fits all
    • Make it personal.
      Whenever possible, tell stories, make connections, trigger positive associations to create compelling training content that is varied and interactive.
    • Then, shake it up.
    • Then, shake it up.
      In the delivery of your training program, don’t be afraid to break habits, patterns and ruts. Include as many senses and avenues for learning possible.
    • Variety is the spice of life!
      Consider what learning styles your audience has and offer training that meets their needs.
      Assess learning styles with this free test.
      Memletics Learning Styles Inventory Quiz
    • Flying by the seat of your pants
    • Don’t touch anything until you know where it’s been – or where it’s going.
    • Don’t touch anything until you know where it’s been – or where it’s going.
      In other words…
    • Plan ahead.
      Well-designed training is much more efficient to develop, implement and managefor the long term.
    • No time?
      No resources?
      No budget?
    • No time?
      No resources?
      No budget?
      Get creative. Break things into smaller, more manageable chunks. Shorter training modules are easier to plan, develop and manage. Learners are much more able to absorb what they have learned.
    • Constraints are not always a bad thing…
      “Constraints focus our energy. They concentrate our creativity and make us think in new, more exciting ways.”
      Source: Cathy Moore
    • Business and training outta sync
    • Keep the bigger picture in sight.
      Ooh, this is a tough one. But it can and must be done to ensure a rewarding training program.
    • Ensure all of the right people are onboard
      Cruise Director
    • Create plans and accommodate the right training infrastructure
      Builder
      Cruise Director
    • Collect and evaluate strategies, data, training content, results, etc.
      Builder
      Analyst
      Cruise Director
    • Acquire the right financial resources for the project’s scope
      Builder
      Analyst
      Cruise Director
      Investor
    • Encourage communication efforts and market new training initiatives
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
    • Facilitate transition of training cycles
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Tour Guide
    • Provide help where and when it’s needed
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Super Hero
      Tour Guide
    • Support trainees back on the job and reinforce new skills
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Super Hero
      Mentor
      Tour Guide
    • Encourage learners to participate and guide their own learning
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Coach
      Super Hero
      Mentor
      Tour Guide
    • Collect learner participation data, progress, scores and other training results
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Coach
      Super Hero
      Mentor
      Researcher
      Tour Guide
    • Take action on the outcomes that measure success
      Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Coach
      Super Hero
      Mentor
      Researcher
      Catalyst
      Tour Guide
    • Builder
      Analyst
      Cruise Director
      Investor
      Promoter
      Coach
      Super Hero
      Mentor
      Researcher
      Catalyst
      Tour Guide
    • Remember, failure is always an option.
      Learn to be flexible. If the training fails, tweak it. Re-evaluate the strategy and don’t be afraid to change it up.
    • Don’t leave it to chance.
      “Unless you align corporate training to organizational goals, any returns you realize from the training investment will be by chance alone.”
      Align Training to Business Results PDF
      Source: Ruth Clark and Ann Kwinn
    • No follow-through and training support
    • In case of emergency, Break glass. Now.
      Don’t wait for learners to ask for help.Be proactive. As soon as the training program launches, have a designated team for back-up and support at the ready. You may be intimately familiar with your training program, but your learners won’t be.
    • All done. So what’s next?
    • All done. So what’s next?
      Be attentive. Learners will likely need ongoing feedback after training as they apply their new skills.
    • Huzzah!
      Evaluate results, acknowledge team efforts and reward each learner’s new level of comprehension.
    • The top five non-monetary rewards in the workplace that employees want are:
      Opportunity to learn
      Flexible hours
      Recognition
      Opportunity to contribute
      Independence and autonomy
      Source: Recognition Rewards Enterprises
    • For more resources on creating great training check out:
    • Post this to your blog, Twitter™, LinkedIn® or Delicious™ accounts or email this to someone who might enjoy it.
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