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corporate TRAINING that ROCKS
 

corporate TRAINING that ROCKS

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BILLIONS of US$ are wasted on corporate training every year. Here are the keys to getting it right! Real results and real ROI!

BILLIONS of US$ are wasted on corporate training every year. Here are the keys to getting it right! Real results and real ROI!

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  • @martinschett11 Thanks for your positive support! Are you on a Windows or a Mac?
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  • great presentation with some very good slides that hit the points of workplace training on the head. tried to download it but not all of the text came up unfortunately. any ideas on how to get the text downloaded too.
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  • Thnks a lot for giving the chance to download your creative ideas.....itz amazing...
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  • Thanks for sharing the post.The content is informative
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  • Tomas Bay, since I have no access to your wall I am writing here. I did find your presentations of high-value added. What can you do for me? Well, allow me little time to think more deeply. For now, I wonder you being such a good presenter what do you think of the quality of my presentations? Best Regards. Ali
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    corporate TRAINING that ROCKS corporate TRAINING that ROCKS Presentation Transcript

    • CORPORATETRAINING ! THAT@coachbay @coachbay
    • “Companies spendmore than US$ 300billion annually fortraining and less than 10percent of what peopleare taught sticks.” - VitalSmarts @coachbay
    • That’s US$ 270 billion in thetoilet! Wasted! @coachbay
    • With US$ 270 billion, you could buy eachperson in Japan a Gibson Les Paul guitar @coachbay
    • SO WHAT’S WRONG? @coachbay
    • “It’s not enough that people a end atraining program and learn new skills. What really ma ers is that they applythe skills on the job. Then performance will improve and thebusiness benefit.” – Robinson & Robinson @coachbay
    • BUT… @coachbay
    • “Learning transfer is the weakestlink in most training programs.” – Calhoun Wick @coachbay
    • The finish line for learning is not at the end of the program. It’s much later. On the job, a er learning transfer. @coachbay
    • A er a training program, the real question is: What will you do differently on Monday? @coachbay
    • @coachbay
    • NO SERIOUSLY… @coachbay
    • The business cares about on-the-job behaviors and results. If nothing changes a er a workshop, it’s just a waste of money. Before A er @coachbay
    • “Training can go wrong in all kinds ofways. But the most important failuresoccur outside the classroom.” - McKinsey @coachbay
    • SO WHAT CAN YOU DO? @coachbay
    • MAKE YOURTRAINING @coachbay
    • THE ROCK PROCESS  A 3-day program is not a 3-day event, it’s more like a 3-month process… @coachbay
    • “To improve results from trainingprograms, executives must focus onwhat happens in the workplace beforeand a er employees go to class.” - McKinsey @coachbay
    • THE ROCK PROCESS   EFO RE URI NG AFTERB D1-3 Weeks 1-3 Days 9-12 Weeks @coachbay
    • THE PROCESS   BEFORE THE EVENT @coachbay
    • BEFORE THE EVENTInvitationThe participant isinvited to the trainingprogram and the goalsare clearly explained. They know why theyare going! @coachbay
    • BEFORE THE EVENT Meet the Manager The participant has a meeting with his manager to agree on the learning objectives for the training. @coachbay
    • BEFORE THE EVENTPre-workThe participant isgiven readings andassignments, whichhave to becompleted beforethe program. @coachbay
    • BEFORE THE EVENTInvitation Meet the Pre-work Manager @coachbay
    • Great managers recognize that ge ingbe er at anything requires practice andthat when trying anything new, peopleneed support and coaching. @coachbay
    • THE PROCESS   DURING THE EVENT @coachbay
    • DURING THE EVENTShow The training will showthe participants whatthey have to do, whythey have to do it, andhow to do it. @coachbay
    • DURING THE EVENT Practice The participants will practice the new skills, get feedback and reflect on learnings. @coachbay
    • DURING THE EVENTAction PlanThe participants willdecide anddocument whatthey will dodifferently at work. @coachbay
    • DURING THE EVENTShow Practice Action Plan @coachbay
    • “The way in which learning isdelivered should reflect and facilitatethe way in which it will be used!” – Calhoun Wick @coachbay
    • THE PROCESS   AFTER THE EVENT @coachbay
    • AFTER THE EVENT Meet the Manager The participant has a meeting to share the action plan. Manager to coach and provide feedback. Regular meetings to review progress. @coachbay
    • AFTER THE EVENTPracticeThe participant willpractice the new skills,and get feedback fromthe manager, peers andsubordinates @coachbay
    • AFTER THE EVENT Assess At the end of the on-the-job period, the participant should be assessed to determine the level of transfer. @coachbay
    • AFTER THE EVENTMeet the Practice AssessManager @coachbay
    • “Old habits die hard, a er all, soreinforcing and supporting new kinds ofbehavior a er they are learned is crucial.” - McKinsey @coachbay
    • THE ROCK PROCESS  Real Results, Real ROI Before A er @coachbay
    • THE ROCK PROCESS   EFO RE URI NG AFTERB D1-3 Weeks 1-3 Days 9-12 Weeks @coachbay
    • MAKE YOURTRAINING @coachbay
    • ONE MORE THING… @coachbay
    • “Training is expensive to designand deliver; it should be the last,not the first, intervention thatmanagers should consider toimprove employee performance.” – Calhoun Wick @coachbay
    • CORPORATETRAINING ! THAT@coachbay @coachbay
    • Inspired By… @coachbay
    • Thank You!Like It? Share It! @coachbay
    • “You   are   given   the   unlimited   right   to   this   document   and   to   distribute   it   electronically  (via  email,  your  website  or  any  other  means).  You  can  print   out   pages   and   put   them   in   your   favorite   coffee   shop’s   window   or   your   doctor’s   wai?ng   room.   You   can   transcribe   the   author’s   words   on   the   sidewalk,  or  you  can  hand  out  copies  to  everyone  you  meet.  You  may  not   alter  this  document  in  anyway,  though,  and  you  may  not  charge  for  it.”  www.coachbay.com @coachbay