+
Making the Most of
LATI
How to help your
LAs
translate what
they learn
into what they do
+
LATI is a Big Investment!
 Your LA’s time
 Your time and energy, as well as that of your other staff
while your LA’s a...
+ It’s a Partnership
Supervisor
The LA
Trainer
+
Whose job is it?
 LA: responsible for his or her own learning
 Supervisor: sets clear expectations, provides supportiv...
+
Who do you think is most important to
the transfer process?
+
What the research* shows about who
has the most influence:
*Dr. Mary L. Broad and Dr. John W. Newstrom
Before
Training
D...
+
What are the most common barriers to
transfer of training?
 Lack of reinforcement on the
job (nobody cares if you do it...
+ What can you do to remove barriers?
(best practices of LAs’ supervisors)
Before During After
•Tell them it’s a growth
op...
+
We hear from supervisors…
 “Meet with your person often. Make sure they understand the
schedule and make sure the sched...
+
In short, YOU hold the key!
 As the supervisor, you have the most influence on your LA’s
ability to apply what they lea...
+
Thanks for everything you do to make
your LA successful!
Please let us know how we can help you!
Gail Griffith, LATI Coo...
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Making the Most of LATI: How to help your LAs translate what they learn into what they do

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Making the Most of LATI: How to help your LAs translate what they learn into what they do

  1. 1. + Making the Most of LATI How to help your LAs translate what they learn into what they do
  2. 2. + LATI is a Big Investment!  Your LA’s time  Your time and energy, as well as that of your other staff while your LA’s away  Time and effort of trainers, feedback providers, and others from around the state to make the program happen How can you get the best return?
  3. 3. + It’s a Partnership Supervisor The LA Trainer
  4. 4. + Whose job is it?  LA: responsible for his or her own learning  Supervisor: sets clear expectations, provides supportive environment, reinforces the learning  Trainer: facilitates transfer by designing activities into the training that involve work ‘back at home’  That’s why so many of the assignments involve conversations with you, feedback from you, observations of colleagues, conversations with admin and other staff, and so on!
  5. 5. + Who do you think is most important to the transfer process?
  6. 6. + What the research* shows about who has the most influence: *Dr. Mary L. Broad and Dr. John W. Newstrom Before Training During Training After Training Supervisor X X Participant Trainer X So, your role is critical!
  7. 7. + What are the most common barriers to transfer of training?  Lack of reinforcement on the job (nobody cares if you do it or not)  Interference from the environment (pulled in too many directions)  Non-supportive organizational climate (organization does things differently)  Training that isn’t on target (wanted practical tips but got all theory instead)  Feeling uncomfortable with change (the old way was more comfortable, easier)  Separation from the trainer (lack of confidence, maybe training didn’t provide enough practice)  Negative peer pressure (“Why are you spending so much time on that [new skill], can’t you see how busy we are?”) Isn’t it a wonder we ever learn anything new?
  8. 8. + What can you do to remove barriers? (best practices of LAs’ supervisors) Before During After •Tell them it’s a growth opportunity for themselves and the system •Protect their time from interruptions •Immediately assign LAs to projects requiring them to use their new skills •Set clear performance expectations •Shift their workload temporarily •Give immediate positive reinforcement for using new skills on the job •Make sure they have adequate time, technology, etc. Work with IT if needed •Meet with them regularly and ask about what they’re learning •More than one LA from your system? Encourage them to network •Connect them to a mentor who’s been through LATI •Participate actively by providing feedback and meeting deadlines •Set clear expectations of increased performance •Schedule regular meeting times •Ask them to tell others about their experience at LATI—for example, report at a staff meeting •Ask LA to teach others something they learned in LATI—maybe a refresher for the rest of the staff Strategies most frequently mentioned by previous supervisors
  9. 9. + We hear from supervisors…  “Meet with your person often. Make sure they understand the schedule and make sure the scheduler understands their needs. Try and avoid giving the part-timer other assignments/classes when possible. Check in often. If possible, find another person who is also taking LATI and partner them up. Make sure they have other resources in more experienced staff for other questions.”  “Familiarize yourself with your new best friend, with whom you will want to visit on a regular basis - the LATI Wiki!”
  10. 10. + In short, YOU hold the key!  As the supervisor, you have the most influence on your LA’s ability to apply what they learn before and after training  Many barriers get in the way, but you can remove some of them!  Plan now to help your LA be successful back on the job!
  11. 11. + Thanks for everything you do to make your LA successful! Please let us know how we can help you! Gail Griffith, LATI Coordinator: laticoor@gmail.com Laura Allen, LATI Virtual Assistant: laura@wowva.com

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