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PD Training Australia Hr summit presentation - LDP Profiling
- 1. Advances in cloud data analytics delivers practical innovations to improve L&D using psychometrics Presented by: Paul Findlay Managing Director PD Training Global Head of R&D
- 2. Summary: New research reducing the amount of……
- 3. New developments leveraging big data and cloud analytics More reliable specific recommendations applicable in new and different contexts. Today: Delivering Training Leadership Development
- 4. Who has delivered training as part of their career?
- 5. It’s nearly lunch time, but I guarantee this is new! Part 1: Trainers Companion Even the very best trainers have those days where ‘the group just didn’t gel’. We share a new tool that takes the guess work out of ‘hitting the mark’ every time.
- 6. Question - what causes failures? When training is: Arranged by a Training/L&D professional Uses professional material Is delivered by a professional trainer Transfer of knowledge can fail...
- 7. What causes people not to retain what they learnt in class? Pre-Training Pre-course analysis Pre-course activities During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’ Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement Factors not related to training Stress, sleep, nutrition, distraction/focus
- 8. Our results Pre-Training Pre-course analysis Pre-course activities During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’ Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement Factors not related to training Stress, sleep, nutrition, distraction/focus
- 9. Worldwide Consensus of Training Managers Pre-Training Pre-course analysis Pre-course activities During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’ Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement Factors not related to training Stress, sleep, nutrition, distraction/focus 58% 4% 32% 6%
- 10. In other words according to our peers: 58% (most) of the time when things go wrong, it’s what happens in the room that makes the difference It seems running a session based on ‘VAK’ and ‘adult learning’ principals can only get us so far. Our research and experience worldwide supports the survey….
- 11. We asked WHY? If how the professionals in our industry deliver training commonly undermines the outcome we seek and the client wants we had a natural question - Why? Answer: You don’t know what you have until you get there, and you feel your way.
- 12. What did we do? We recognised that getting the best results consistently doesn’t come from the “take a sound approach” We turned to the cloud, big data and our industry partners in Australia, Singapore and the USA) to provide analysis and correlations to deliver practical applications of psychometrics that has never been done before.
- 13. The result
- 14. Contents
- 15. What does it do? 1. Shows you balance/skew of personality types AND their learning styles you have in the room 2. Tells you how to prepare to engage them 3. How to Deliver to engage them 4. How to Adjust the content to engage them 5. How to facilitate the session to maximise involvement and contribution
- 16. Know how they are ‘hearing’ you
- 18. Participant Names Participant Names Participant Names Participant Names
- 19. The most stand out aspect of this? We can get it right – every time! “This is what to do for this specific group” – wrapped up in a simple useful reference document Imagine walking into a training session understanding exactly how to run the day & who is going to need extra ‘management’
- 20. Part 2 Leadership Development Every style has strengths…. An imbalance doesn’t lead to balanced outcomes – surprised?
- 21. Strengths VS Gaps based Leadership Development
- 22. Focussing on Strengths vs Gaps Most potential for ‘mastery’ Naturally the most focus, fun and dedication Naturally try & refine Likely to continue using Allows for strategic focus on High-Payoff-Activity (HPA’s) No ‘new’ skills Only adding polish Strengths focus Gaps focus Likely ‘average’ potential Takes ongoing reinforcement to apply Quick to say ‘that didn’t work’ Less likely to ‘drop the ball’ Empowers and add value to HPA’s owned or delegated New skills & confidence True growth
- 23. First assess your ‘skew’ Propensity for planning Decision making approach People v outcome orientation Rigidity V fluidity
- 25. Individual leadership competency clusters Managing Approaching Complex Issues Enforcing Operational Norms Forming Interactions Finding Opportunities for Synergy Easing Tension among Members Navigating Interactions Adapting to Changing Circumstances Maintaining Optimism Growing Interactions Setting Clear Expectations Recognizing Others' Efforts Connecting Interactions Assimilating Team Members Cultivating Team Spirit
- 26. So what’s the big deal – what’s the ‘development’? Insights, clarity AND specific recommendations • Where the rubber hits the road – for us as practitioners. • We can ease up on the ‘HR speak’, and talk specifics and ‘what next’ Don’t forget we are tappers suffering from the curse of knowledge)
- 29. Please help us contribute to our discipline! Contribute to empirical research PD Training R & D has engaged Leading Dimensions Consulting LLC to conduct empirical research using the data points from our results (no personal information will be used) to produce a White Paper: “Australian People Focussed Leaders: Comparing and contrasting Australian people focussed leaders (HR and L&D professionals) to other leadership cohorts.”
- 30. Thank you for your time Questions? Happy to field questions now, or visit us in the breakout area or online: pdtraining.com.au
Editor's Notes
- Historically: Interesting, insightful and can increase awareness Danger of a lot of ‘big words’ Not so much of ‘this is what you do’ A lot of ‘what’s that mean’ from our peers…. And we wonder why we haven’t necessarily part of the strategy
- Ambitious 30 minutes!
- We are in a unique position working with companies in 6 countries each month to see challenges that transcend economy, culture and overall maturity of the HR function – and those things that are simply the human condition that are ubiquitous challenges for people helping people improve.
- we developed the ‘Trainers Companion’ that leveraging decades of data points, and the cloud and the power of the cloud to take the guess work out of ‘hitting the mark’ every time.
- DISC equivalent D Dominant = Driver Red I Influence = Coach Blue S Steadiness = Counsellor Green C Compliance = Advisor Yellow
- DISC equivalent D Dominant = Driver Red I Influence = Coach Blue S Steadiness = Counsellor Green C Compliance = Advisor Yellow
- Quentin Jones CLS360 – referred to Winston Churchill DISC equivalent D Dominant = Driver Red I Influence = Coach Blue S Steadiness = Counsellor Green C Compliance = Advisor Yellow
- DISC equivalent D Dominant = Driver Red I Influence = Coach Blue S Steadiness = Counsellor Green C Compliance = Advisor Yellow What should you do first? Identify and delegate… or develop?
- Why is there a frequent ‘how to become a trusted advisor’ question?
- Tappers and listeners