Presentation on the concept of Train to Ingrain presented at a local ASTD chapter meeting

1. Train to Ingrain Central PA ASTD

3. Q1. My company identifies high performers and manages their development. Strongly Agree/ Agree 46% Neutral/Disagree/ Strongly Disagree 54%

4. Q2. My company has processes in place to ensure a consistent supply of leaders in the long term. Strongly Agree/ Agree 36% Neutral/ Disagree/ Strongly Disagree 64%

5. Q3. Supervisors and Managers have the skills to support the development of their direct reports Strongly Agree/ Agree 29% Neutral/ Disagree/ Strongly Disagree 71%

6. Q4. Supervisors in my company have the necessary skills to effectively resolve workplace conflict that impacts productivity. Strongly Agree/Agree 43% Neutral/Disagree/ Strongly Disagree 57%

7. Q5. Supervisors and Managers in my organization are effective in communicating expectations to employees. Strongly Agree/ Agree 38% Neutral/ Disagree/ Strongly Disagree 62%

8. Q6. My company has measured the business impact of increasing leadership effectiveness at all levels. Strongly Agree/ Agree 17% Neutral/ Disagree/ Strongly Disagree 83%

9. Transfer of Training Before During After Manager Participant Trainer 1 3 2 4 7 8 5 6 9

21. Train to Ingrain … changing how you view training

22. “ Primal Leadership” Daniel Goleman, Richard Boyatzis & Annie McKee “ Roughly 50 to 70 percent of how employees perceive their organization’s climate can be traced to the actions of one person: the leader. More than anyone else, the boss creates the conditions that determine people’s ability to work well.” Why is that important?

28. Why change is difficult… How the brain learns Anatomy of a Neuron Forming new neuron pathways is hard. It takes time, training, feedback, reinforcement and coaching and lots of practice

32. An integrated learning solution Commit Prepare & Commit Preparing a detailed plan of action that commits leadership, human resources, and participants to a reinforcement-centered learning process is a critical first step toward achieving behavior change. Assess Assess & Motivate Meaningful participant skill assessment provides powerful, insightful feedback prior to training and develops understanding of individual skill strengths/gaps and builds personal motivation to want to learn. Train Learn & Train High impact training provides awareness of possibility, new ideas and methods to apply, and structured, and safe opportunity to rehearse the use of new skills. Reinforce Reinforce & Practice Continued structured reinforcement that focuses on ongoing learning, ongoing feedback, coaching, and accountability ingrains the training in ways that overcome old patterns of behavior. Integrate Integrate & Implement Integrating methods learned in training into daily business practices and organizational policies ensures continued reinforcement of behavior change. Train to Ingrain Train to Ingrain Consulting 360 Feedback Classroom Training Online Reinforcement Feedback Loop Train to Ingrain Consulting

33. Senior Management Intro/Kick-off Work Thru Online Modules Review, Discuss & Rehearse Modules One-on-One Follow-up Coaching Review, Discuss & Rehearse Modules Online Reinforcement + Application Tools Work Thru Online Modules Many Pieces to the Puzzle

34. 1. How can we ensure feedback summaries provided to the manager are used properly? 2. How can we use a feedback loop without raters tiring from the process? 3. What are some of the normal challenges with 360 and what can be done about these? Group Discussion: Implementation Strategies

36. Train to Ingrain … changing how you view training