0
CORPORATETRAINING                !             THAT@coachbay          @coachbay
“Companies spendmore than US$ 300billion annually fortraining and less than 10percent of what peopleare taught sticks.”   ...
That’s US$ 270 billion in thetoilet! Wasted!                   @coachbay
With US$ 270 billion, you could buy eachperson in Japan a Gibson Les Paul guitar                                    @coach...
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...
BUT…        @coachbay
“Learning transfer is the weakestlink in most training programs.”                       – Calhoun Wick                    ...
The finish line for learning is not at the end of the program. It’s much later.   On the job, a er learning transfer.      ...
A er a training program,   the real question is:             What will you do differently on   Monday?                     ...
@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 w...
“Training can go wrong in all kinds ofways. But the most important failuresoccur outside the classroom.”                  ...
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 pro...
“To improve results from trainingprograms, executives must focus onwhat happens in the workplace beforeand a er employees ...
THE ROCK PROCESS	   EFO RE       URI NG    AFTERB            D1-3 Weeks    1-3 Days   9-12 Weeks                          ...
THE      PROCESS	          BEFORE      THE EVENT              @coachbay
BEFORE THE EVENTInvitationThe participant isinvited to the trainingprogram and the goalsare clearly explained. They know w...
BEFORE THE EVENT        Meet the Manager         The participant has a        meeting with his        manager to agree on ...
BEFORE THE EVENTPre-workThe participant isgiven readings andassignments, whichhave to becompleted beforethe program.      ...
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 suppo...
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.  ...
DURING THE EVENT        Practice        The participants will        practice the new skills,        get feedback and     ...
DURING THE EVENTAction PlanThe participants willdecide anddocument whatthey will dodifferently at work.                    ...
DURING THE EVENTShow   Practice   Action Plan                           @coachbay
“The way in which learning isdelivered should reflect and facilitatethe way in which it will be used!”                     ...
THE      PROCESS	            AFTER      THE EVENT              @coachbay
AFTER THE EVENT        Meet the Manager         The participant has a        meeting to share the        action plan. Mana...
AFTER THE EVENTPracticeThe participant willpractice the new skills,and get feedback fromthe manager, peers andsubordinates...
AFTER THE EVENT         Assess         At the end of the         on-the-job period,         the participant         should...
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.”      ...
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                          ...
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...
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	        elect...
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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!

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Transcript of "corporate TRAINING that ROCKS"

  1. 1. CORPORATETRAINING ! THAT@coachbay @coachbay
  2. 2. “Companies spendmore than US$ 300billion annually fortraining and less than 10percent of what peopleare taught sticks.” - VitalSmarts @coachbay
  3. 3. That’s US$ 270 billion in thetoilet! Wasted! @coachbay
  4. 4. With US$ 270 billion, you could buy eachperson in Japan a Gibson Les Paul guitar @coachbay
  5. 5. SO WHAT’S WRONG? @coachbay
  6. 6. “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
  7. 7. BUT… @coachbay
  8. 8. “Learning transfer is the weakestlink in most training programs.” – Calhoun Wick @coachbay
  9. 9. 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
  10. 10. A er a training program, the real question is: What will you do differently on Monday? @coachbay
  11. 11. @coachbay
  12. 12. NO SERIOUSLY… @coachbay
  13. 13. 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
  14. 14. “Training can go wrong in all kinds ofways. But the most important failuresoccur outside the classroom.” - McKinsey @coachbay
  15. 15. SO WHAT CAN YOU DO? @coachbay
  16. 16. MAKE YOURTRAINING @coachbay
  17. 17. THE ROCK PROCESS  A 3-day program is not a 3-day event, it’s more like a 3-month process… @coachbay
  18. 18. “To improve results from trainingprograms, executives must focus onwhat happens in the workplace beforeand a er employees go to class.” - McKinsey @coachbay
  19. 19. THE ROCK PROCESS   EFO RE URI NG AFTERB D1-3 Weeks 1-3 Days 9-12 Weeks @coachbay
  20. 20. THE PROCESS   BEFORE THE EVENT @coachbay
  21. 21. BEFORE THE EVENTInvitationThe participant isinvited to the trainingprogram and the goalsare clearly explained. They know why theyare going! @coachbay
  22. 22. BEFORE THE EVENT Meet the Manager The participant has a meeting with his manager to agree on the learning objectives for the training. @coachbay
  23. 23. BEFORE THE EVENTPre-workThe participant isgiven readings andassignments, whichhave to becompleted beforethe program. @coachbay
  24. 24. BEFORE THE EVENTInvitation Meet the Pre-work Manager @coachbay
  25. 25. Great managers recognize that ge ingbe er at anything requires practice andthat when trying anything new, peopleneed support and coaching. @coachbay
  26. 26. THE PROCESS   DURING THE EVENT @coachbay
  27. 27. DURING THE EVENTShow The training will showthe participants whatthey have to do, whythey have to do it, andhow to do it. @coachbay
  28. 28. DURING THE EVENT Practice The participants will practice the new skills, get feedback and reflect on learnings. @coachbay
  29. 29. DURING THE EVENTAction PlanThe participants willdecide anddocument whatthey will dodifferently at work. @coachbay
  30. 30. DURING THE EVENTShow Practice Action Plan @coachbay
  31. 31. “The way in which learning isdelivered should reflect and facilitatethe way in which it will be used!” – Calhoun Wick @coachbay
  32. 32. THE PROCESS   AFTER THE EVENT @coachbay
  33. 33. 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
  34. 34. AFTER THE EVENTPracticeThe participant willpractice the new skills,and get feedback fromthe manager, peers andsubordinates @coachbay
  35. 35. 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
  36. 36. AFTER THE EVENTMeet the Practice AssessManager @coachbay
  37. 37. “Old habits die hard, a er all, soreinforcing and supporting new kinds ofbehavior a er they are learned is crucial.” - McKinsey @coachbay
  38. 38. THE ROCK PROCESS  Real Results, Real ROI Before A er @coachbay
  39. 39. THE ROCK PROCESS   EFO RE URI NG AFTERB D1-3 Weeks 1-3 Days 9-12 Weeks @coachbay
  40. 40. MAKE YOURTRAINING @coachbay
  41. 41. ONE MORE THING… @coachbay
  42. 42. “Training is expensive to designand deliver; it should be the last,not the first, intervention thatmanagers should consider toimprove employee performance.” – Calhoun Wick @coachbay
  43. 43. CORPORATETRAINING ! THAT@coachbay @coachbay
  44. 44. Inspired By… @coachbay
  45. 45. Thank You!Like It? Share It! @coachbay
  46. 46. “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
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