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Capstone presentation t jordan
- 1. Capstone Presentation Senior Leadership and Management Training and Development Courses The Dream Team
- 2. Your Logo or Name Here About Me Future Instructional Designer and Trainer The Dream Team Associate My name is Tiana Jordan and I have over six years experience in spearheading comprehensive Human Resources workflows. My background lies in successfully directing organizational planning and performance through strategic processes and staff development. My plan is to acquire a Training & Development role rather soon. 2
- 3. Your Logo or Name Here Statement Problem What Could The Problem Be? One of the problems faced by organizations is the lack of ongoing and effective training and/or coaching. When any of these elements are missing, the organizational effects range from lost productivity to diminished teamwork, low employee morale and a high rate of employee absences or turnover. Employees look to managers for support, direction and leadership. Successful managers have solid communication skills, problem- solving and decision-making skills and the emotional intelligence to get the job done. (Dupree, 2016). While the plethora of benefits makes training worth investing in, it’s also important to understand the consequences of not implementing the training into your organization’s plan. Neglecting to implement training in your organization essentially means neglecting all areas of your organization(Osborn, 2018). 3
- 4. Your Logo or Name Here Statement Problem Continued Lack of Ongoing Training Some companies consider in-depth training an unnecessary expense. Because the lack in training is inadequate it often creates problems for the business. Employee Turnover When there is no training, employees do not understand how to do their jobs and none of these goals are possible. Management Liability Understanding the effect, a bad manager has on employees can help identify problem managers whose actions are detrimental to the company. Lack of Motivation An ineffective manager can stay on a job for several years and the lack in training that could prevent him/her from evolving into an excellent supervisor. Organizational Pitfalls When managers aren't adequately trained, it affects the entire company. 4 This Photo by Unknown Author is licensed under CC BY-SA This Photo by Unknown Author is licensed under CC BY-SA-NC This Photo by Unknown Author is licensed under CC BY-SA This Photo by Unknown Author is licensed under CC BY-NC-ND This Photo by Unknown Author is licensed under CC BY-SA-NC
- 5. Your Logo or Name Here The Solution Senior Leadership Providing Ongoing Feedback Leadership will provide regular and consistent feedback to communicate clear expectations and areas for improvement. Ongoing Management Training Managers will receive quarterly training in how to manage people, delegating work, resolving conflicts between employees, motivating themselves and staff, and adapting to changes within the company. Increased Knowledge and Skills Ongoing training will support the organization’s efforts to create positive change and develop a reputation for solving problems and improving management and employee performance. 5 This Photo by Unknown Author is licensed under CC BY-SA-NC This Photo by Unknown Author is licensed under CC BY-ND This Photo by Unknown Author is licensed under CC BY
- 6. Your Logo or Name Here The Objectives Methods of Training Create effective method(s) for delivering ongoing training efforts to eliminate organizational pitfalls. Training and Development Develop and increase managers skillset and coach them on how to bring out the best in themselves and their teams. Development and Succession Planning Lay down the foundation of growth by developing current and future leaders. 6 This Photo by Unknown Author is licensed under CC BY This Photo by Unknown Author is licensed under CC BY-SA-NC This Photo by Unknown Author is licensed under CC BY-SA-NC
- 7. Your Logo or Name Here Project Description Highly-qualified, empowering, excellent communicators, and great leadership! 7
- 8. Your Logo or Name Here The Dream Team Management Course The management training course designed to help organizations develop leaders at all levels. This is done by equipping managers and future managers with the knowledge and tools they need to inspire positive action and excellence in others. Target Audience: Leaders of every level – from new supervisors/managers and future managers, to senior leaders and executives. *Click the link to access the Management Training Courses: https://venngage.net/ps/f2eaUY525Ig/leade rship-training-courses 8
- 9. Your Logo or Name Here Timeline Our two-year action plan 2020 AUG SEP Design Prototype Dec, 2020 OCT NOV DE C JAN Focus Group Mar, 2021 FEB MAR APR MAY Feedback Jul, 2021 JUN JUL AUG 2021 Follow-Up with SME Sep, 2021 SEP T OCT NOV DEC JAN FEB Launch May 2022 MAR APR MAY JUN Official Design Feb, 2022 JUL 9 2022
- 10. Your Logo or Name Here Evaluation Plan What Does The Future Look Like? 10
- 11. Your Logo or Name Here Formative Evaluation How will we scale in the future Phase 1 Dec, 2020 • Choose Technology for Project Design • Determine Design and Content • Redefine Project Problem and Solution • Determine Instructional Design Team • Develop Content of Courses • Determine Graphics and Videos • Determine Types of Training Phase 2 July, 2021 • Consult with SME and/or key • stakeholders about Prototype • Develop Recommendations if needed • Set up the Project and obtain Learner details • Distribute Course Content and provide support • Present results and the Case for Action • Make Decisions and Plan Action • Communicate results and plans to SME and/or key stakeholders Phase 3 May 2022 • Submit final course and reporting for approval to key stakeholders • Courses are ready for official launch 11
- 12. Your Logo or Name Here References • Dupree, Deb. (9 Nov. 2016), “What Are the Organizational Effects of Lack of Training for General Managers?” Work,, work.chron.com/organizational- effects-lack-training-general-managers-26087.html. • Osborn, Courtney. (27 Nov. 2018), “How the Lack of Training Affects Your Organization - TTA Blog.” TTA (The Training Associates), thetrainingassociates.com/blog/lack-training-affects- organization/. • Kotter, John P., and Marcus Buckingham. (9 Sept. 2016), “Why Leadership Training Fails-and What to Do About It.” Harvard Business Review, hbr.org/2016/10/why-leadership-training-fails-and-what- to-do-about-it. 12
- 13. Your Logo or Name Here The Dream Team Associates Kevin Sanders Jr. CEO and Founder Rayven Bradford Business Development Officer Tiana Jordan Instructional Designer/Trainer Intern Currently Recruiting Head of Operations Currently Recruiting Head of Technical Currently Recruiting CFO 13
Editor's Notes
- Welcome to the Capstone Presentation for Senior Leadership and Management Training and Development Courses. We hope that you enjoy this presentation and looking forward into meeting your needs throughout the completion of this project.
- The reason for selecting this project is I am interested in the project because I had a previous employer that held a training for their field leadership team only. As an observer, I listened to the questions that the leaders posed regarding employee relation practices, and although their questions were answered I noticed that some still had confusion written all over on their face. After the course, I approached my boss who was the instructor, and asked if the leaders received any additional training(s) as it related to the employee relation process and she told me this was the only employer specific training they would receive their whole tenure. I am no longer employer with that organization, but I worked in a Human Resources role while I was there and oversaw the employee relation functions for that location. In my role I continuously received questions about how to approach situations, processes, and procedures, which lets me know that there are barriers as to how the team is utilizing employee relations such as leaders not providing correction and/or coaching because of interpersonal relationships, lack of knowledge, time management, or lack of continuous training. My efforts could pose opportunities for improvement. What Are the Organizational Effects of Lack of Training for General Managers? Lost Productivity, No Team in Teamwork, Employee Absences, and Low Morale. According to a Harvard Business View article on Why Leadership Training Fails, and What to do about it: Help managers have honest conversations about the effectiveness of their organizations, we hear about six common barriers. Companies consistently struggle with (1) unclear direction on strategy and values, which often leads to conflicting priorities; (2) senior executives who don’t work as a team and haven’t committed to a new direction or acknowledged necessary changes in their own behavior; (3) a top-down or laissez-faire style by the leader, which prevents honest conversation about problems; (4) a lack of coordination across businesses, functions, or regions due to poor organizational design; (5) inadequate leadership time and attention given to talent issues; and (6) employees’ fear of telling the senior team about obstacles to the organization’s effectiveness. This is the approach to talent development that advocated, in six basic steps: The senior team clearly defines values and an inspiring strategic direction. After gathering candid, anonymous observations and insights from managers and employees, the team diagnoses barriers to strategy execution and learning. It then redesigns the organization’s roles, responsibilities, and relationships to overcome those barriers and motivate change. Day-to-day coaching and process consultation help people become more effective in that new design. The organization adds training where needed. Success in changing behavior is gauged using new metrics for individual and organizational performance. Systems for selecting, evaluating, developing, and promoting talent are adjusted to reflect and sustain the changes in organizational behavior.
- Evaluating the outcomes and data of a change project is essential to see its effectiveness and to see if any modifications need to be made upon review. After discussing with the SME on how to properly evaluate my change project, we concluded that the best way to evaluate the project would be to gather data on how many promotions, resignations, or terminations does the office see within 6 months of implementing the leadership training. The evaluation is to assess management ability manage people, on the job observation, and job performance key indicators. In assessing a manager’s ability to manage people, we believe it is important for a manager to step back and look introspectively at their ability to direct the efforts of others as well as think about the environment they operate within. A questionnaire is used in carrying out this type of self-assessment. The managers should respond to each question as honestly and objectively as possible in order to provide themselves with an accurate reflection of their situation. The workplace observations will shed light on how well an employee is performing his/her job tasks. Observation may be necessary to create standard operating procedures or business processes to improve efficiency. For this type of observation, an employee observation template or checklist can ensure the supervisor is evaluating all the key points necessary for a comprehensive performance evaluation, and one that’s more objective than could be done without the structure provided by a template or checklist. There are several metrics to keep track of employee productivity and better manage the teams, KPIs offer valuable insights on performance.
- Kevin Sanders-10 years of Business Management; Developer and has 4 years of Curriculum Planning and Development Rayven Bradford-8 years of Business Management/4 years of Training and Development Tiana Jordan-9 years of Training and Development/6 years of Human Resources
- We hope that you have enjoyed this presentation and we looking forward to working with you on continuous projects.