From corporate to non-profit organizations, many of us will find ourselves training and facilitating in diverse settings. Here are some basic best practices for 2018.

1. DIVERSE SETTINGS FOR
TRAINING AND FACILITATING
TO DEVELOP YOUR TALENT
BASIC OVERVIEW AND BEST PRACTICES 2018
Shalisha Erenberg
773-701-0232
Shalisha.Erenberg@gmail.com
https://www.linkedin.com/in/shalishae
renberg/
https://twitter.com/ShalishaE3

2. •
Onboarding New
Employees
40%
Subject Matter
Experts (SME's)
13%
Knowledge
Transfer - Team
Setting
27%
Ongoing
Training/Facilitatio
n
20%
CORPORATE TRAINING, FACILITATION
AND DEVELOPMENT

3. TYPES OF
TRAINING
AND
FACILITATI
ON
Generally,
you and your
organization
will spend
the bulk of
your training
and
facilitating
time in four
different
ways:
Training your current employees – ongoing
professional development
Onboarding new employees – making sure
that they know and gain all the skills
necessary to be up to speed and running
soon after they begin
Hiring SME’s – whether for ongoing training
and development or to brush up on specific
skills on an as-needed basis
Team sharing & knowledge transfer – within
teams sometimes it’s essential to share
knowledge or communicate to keep a project
on track, share important updates quickly or
just build trust and collaboration between
team members to be more effective in project
deliverables

4. TYPE I: ONGOING TRAINING & FACILITATION
FOCUSED AND SPECIFIC
• YOUR EMPLOYEES ARE BUSY AND YOU WANT TO SHOW THEM THAT
THEIR TIME IS VALUABLE
• PACK THE MOST IMPORTANT AND RELEVANT INFORMATION INTO
THE SHORTEST TIME POSSIBLE – WHEN IT’S CONVENIENT FOR
EVERYONE TO MEET
• BE RESPECTFUL OF THEIR TIME, POSITION AND VALUE TO THE
COMPANY
• RELEVANCY: IMMEDIATE TAKE-AWAYS THAT THEY CAN
IMPLEMENT RIGHT AWAY TO IMPROVE, MOTIVATE, MAKE THEIR
JOBS EASIER, TAKE LESS TIME OR SAVE MORE MONEY

5. TYPE II: ONBOARDING NEW EMPLOYEES
BALANCE BETWEEN BROAD MISSION AND ORGANIZATION’S
VISION VS. DETAILED, FOCUSED AND SPECIFIC ACTIVITIES
AFTER BRIEF OVERVIEW OF MISSION, FOCUS ON…
• LOGISTICS: THE BEAUTY IS IN THE DETAILS
• WELCOME
• SHOW THEM AROUND
• INTRODUCTIONS – STAFF AND TEAMS THEY WILL WORK WITH INDIRECTLY
AND DIRECTLY
• NECESSITIES: BATHROOM, LUNCHROOM, KITCHEN, COFFEE, WATER, ETC.
• PERSONAL WORKSPACE: DESK, OFFICE, PHONE, COMPUTER (MAKE SURE THESE
ARE CLEAN, UP AND RUNNING AND READY TO GO! SHOWS RESPECT AND
YOUR EXCITEMENT TO HAVE THEM ON BOARD!)

6. TYPE II: ONBOARDING NEW EMPLOYEES
(CONT.)
• LOGISTICS: THE BEAUTY IS IN THE DETAILS (CONTINUED)
• COPY MACHINE, OFFICE EQUIPMENT, SUPPLIES & JOB-SPECIFIC DETAILS
• GO-TO PERSON WHO CAN HELP THEM IN A BIND
• COMPANY CULTURE – THIS WILL HAVE TO UNFOLD AT ITS OWN PACE BUT
THERE IS BASIC OFFICE ETIQUETTE THAT IS UNIQUE TO EACH OFFICE
CULTURE
• EXPECTATIONS: SET THEM! DEPARTMENTAL AS WELL AS CORPORATE: FROM
DAY ONE THEN AS TIME GOES ON: DAILY, WEEKLY & BEYOND
• CORPORATE AND DEPARTMENTAL BENCHMARKS: DEFINE BENCHMARKS!
KEEP YOUR NEW EMPLOYEES IN THE LOOP AS MUCH AS POSSIBLE –
ESPECIALLY AT FIRST; THEY WANT TO KNOW BECAUSE IT HELPS THEM
UNDERSTAND WHAT SUCCESS LOOKS LIKE. THEY WANT TO SUCCEED!

7. TYPE II: ONBOARDING NEW EMPLOYEES
(CONT.)
TOOLS FOR SUCCESS:
• INFORMATION TECHNOLOGY – MAKE SURE THEY’RE GETTING THE
TRAINING THEY NEED TO BE UP-TO-SPEED WITH COMPUTER
PROGRAM REQUIREMENTS
• PHONE ETIQUETTE – MAKE SURE THIS IS EXPLICIT AND DEFINED.
ALSO, MAKE SURE THEY KNOW HOW TO USE AND SET UP VOICE MAIL
AND PHONE SYSTEM
• PROJECT DELIVERABLES – WHAT ARE THEY? COMMUNICATE, COMMUNICATE,
COMMUNICATE
• GOALS & TARGETS – REPEAT THEM – THEY CAN NEVER BE SAID TOO OFTEN
• “THIS IS HOW WE DO IT” IS OK AT FIRST BUT ALLOW FOR QUESTIONS,
SUGGESTIONS AND SPACE BECAUSE THEREIN LIES INNOVATION AND
IMPROVEMENT

8. TYPE II: ONBOARDING NEW
EMPLOYEES (CONT.)
TOOLS FOR SUCCESS (CONT.):
• PRODUCTS, MISSION & VISION OF THE
ORGANIZATION: BE READY TO REPEAT THIS AND
ALLOW THEM TO EXPLORE UNTIL THEY HAVE A
KEEN UNDERSTANDING
• COMPANY STANDARDS AND METRICS TO ADHERE
TO
• IMMEDIATE FEEDBACK AND SUPPORT AS THEY
TRANSITION: FIRST DAY, FIRST WEEK, FIRST
MONTH, 30 DAYS, ETC.
BE AVAILABLE FOR ONGOING SUPPORT OF
ONBOARDED EMPLOYEES! OR DESIGNATE A TEAM

9. TYPE III: SUBJECT MATTER EXPERTS (SME’S)
(CONSULTANTS)
FOCUSED AND SPECIFIC: ASSESS TEAM’S/EMPLOYEES’ NEEDS AND
SKILL GAPS
• VERY IMPORTANT TO MEET AND/OR SPEAK WITH THE SME BEFORE TRAINING
TO COMMUNICATE GOALS, ADDRESS SKILL GAPS AND LAY OUT STRATEGY
OF THE SESSION SO AS TO MAXIMIZE USE OF TIME AND BANG FOR YOUR
HIRED BUCK
HANDS-ON
• HAVE EMPLOYEES PRACTICE AND INCORPORATE WHAT THEY’RE LEARNING
DURING THE SESSION IMMEDIATELY, PREFERABLY IN FRONT OF THE SME FOR
TIMELY FEEDBACK AND CORRECTION
• BUILD SKILLS AND ACQUIRE USEFUL TOOLS FOR IMMEDIATE

10. TYPE III: SUBJECT MATTER EXPERTS (CONT.)
PERSONAL STORY:
I ONCE HIRED A SME TO TRAIN A GROUP OF SONGLEADERS FOR DAY AND
OVERNIGHT CAMPING. DURING THE SESSION, THE SME BROUGHT REAL-
LIFE CHALLENGES AND SITUATIONS THAT THE TRAINEES HAD TO HANDLE.
THE SME CREATED A SAFE ENVIRONMENT WHERE TEAM MEMBERS COULD
“FAIL.” AFTER EACH SMALL ROLE PLAY, THERE WAS A DISCUSSION AND
FEEDBACK WAS GIVEN. EVERYONE HAD A CHANCE TO ROLE PLAY. THEN
THE SME (AND OTHER PARTICIPANTS) SHARED THEIR BEST PRACTICES FOR
HANDLING ANY UNFORESEEN, CHALLENGING AND DIFFICULT SITUATIONS.
FEAR WENT DOWN, MOTIVATION WENT UP AND HAVING CONFIDENCE
THAT CAME FROM THE TRAINING MADE A HUGE DIFFERENCE IN THE
SUCCESS OF THEIR PROGRAMS.

11. TYPE IV: KNOWLEDGE TRANSFER & SHARING –
TEAM SETTING
FOCUSED AND SPECIFIC (YES! THERE IS A TREND HERE!)
FORMAT CAN SIMPLY BE INTERNAL MEETINGS THAT HAVE A FIXED
TIME LIMIT. HOW DO YOU MAXIMIZE USE OF TIME?
• TO CONSERVE TIME AND SHOW RESPECT, HAVE A PRINTED AGENDA AND
SCHEDULE THAT YOU EITHER SEND OUT BEFOREHAND OR HAND OUT AT
THE BEGINNING OF THE MEETING. AS MUCH AS POSSIBLE, ADHERE TO THE
AGENDA
• WHAT ARE THE GOALS OF YOUR TIME TOGETHER? DURING WRAP-UP,
REITERATE, PLAN NEXT STEPS AND ACKNOWLEDGE ANY GAPS OR TOPICS
NOT COVERED

12. TYPE IV: KNOWLEDGE TRANSFER & SHARING –
TEAM SETTING
HOW DO YOU BUILD CONFIDENCE AND TRUST AMONG YOUR TEAM
MEMBERS?
YOU MAY HAVE HEARD MANY BUSINESS LEADERS SAY
THIS, INCLUDING SIMON SINEK:
SPEAK LAST!! IF YOU NEED TO IMPART QUICK, LOGISTICAL INFORMATION,
THEN DO SO AND DO SO OFTEN. HOWEVER, IF YOU WANT TO ASSIGN
TASKS, LEARN, GET INNOVATIVE IDEAS & BUY-IN, YOUR PRIMARY ROLE IS
TO LISTEN, LISTEN AND LISTEN SOME MORE. YOU WILL GET VALUABLE
INFORMATION FROM YOUR TEAM THAT WILL HELP YOU SUCCEED.
KNOWLEDGE TRANSFER IS A TWO-WAY STREET.

13. TYPE IV: KNOWLEDGE TRANSFER & SHARING –
TEAM SETTING
FOR FUN
• ARE THERE WAYS TO INCORPORATE PHYSICAL ACTIVITY INTO
YOUR MEETINGS? GETTING UP? STRETCHING? TAKING BREAKS?
• PHYSICAL ACTIVITY WILL RE-STIMULATE THE BRAIN AND MAKE
YOUR TEAM BETTER FOCUSED
• DO THESE QUICK BREAKS AT LEAST ONCE EVERY 45 MINUTES TO
AN HOUR – POSSIBLY MORE OFTEN
• CAN YOU ENLIST THEIR HELP IN SETTING UP, PLANNING OR
CLEANING UP?

15. AND IT’S NOT ALWAYS EASY FOR OTHERS SO
THE BEST ADVICE?

16. THANK YOU!!!
HOPE YOU FOUND THIS HELPFUL. IF YOU HAVE ANY
QUESTIONS, COMMENTS OR WOULD LIKE TO REACH OUT,
FEEL FREE TO DO SO. HAPPY TRAINING AND FACILITATING!
SHALISHA ERENBERG
773-701-0232
SHALISHA.ERENBERG@GMAIL.COM
HTTPS://WWW.LINKEDIN.COM/IN/SHALISHAERENBERG/
HTTPS://TWITTER.COM/SHALISHAE3