The document discusses improving the effectiveness of training in organizations. It identifies that organizations are not getting the return on their training investment. It suggests focusing on 3 areas to improve training potency: planning, learning, and culture. For planning, the training strategy should align with organizational objectives and account for various inputs. Training should take a holistic approach and focus on driving excellence rather than just remedial action. Learning happens best through experience, reflection and discussion. For culture, training must fit the organizational culture and be reinforced back in the workplace.

1. Paul Arnold Consulting
Inspiring Change
Why training
isn t working

2. Paul Arnold Consulting
Inspiring Change
Organisations are not
getting the return on
their training
investment they
(or their people)
deserve

3. Paul Arnold Consulting
Inspiring Change
3 areas of focus
to help improve
the potency of
training:
1 - Planning
2 - Learning
3 - Culture

4. Paul Arnold Consulting
Inspiring Change
1 - Planning

5. Paul Arnold Consulting
Inspiring Change
Training is not just a
personal growth plan
It s a key
strategic tool
to help shift
organisational
behaviour

6. Paul Arnold Consulting
Inspiring Change
The training strategy
needs to take into
account a number of
different inputs
Corporate
Objectives
Client
Assessments
Personal
Growth
Plans
Changing
Environmental
Needs

7. Paul Arnold Consulting
Inspiring Change
The key principles of
strategic planning can
also be applied to the
training strategy
CURRENT FUTURE
What do they
currently think?
What do we want
them to think?
What do they
currently feel?
What do we want
them to feel?
What do they
currently do?
What do we want
them to do?

8. Paul Arnold Consulting
Inspiring Change
Need focus
Better to do a few
things well…

9. Paul Arnold Consulting
Inspiring Change
Piecemeal training
does not create
impact or effect
Training needs a
more holistic
approach to
effectively drive
sustained change
in the organisation

10. Paul Arnold Consulting
Inspiring Change
Soft skills are
as important as
craft skills
(if not more so)
(70% of why change fails in
organisations is due to the soft stuff )

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Inspiring Change
Training should
primarily be focused
on driving excellence
and not just on
remedial action

12. Paul Arnold Consulting
Inspiring Change
Use your internal
experts to train in
skill sets

13. Paul Arnold Consulting
Inspiring Change
Training needs to
cater for all the
different learning
types
(and not everyone
suits training
courses)
Activists
(Feel)
Pragmatists
(Do)
Reflectors
(Evaluate)
Theorists
(Conceptualise)
Honey & Mumford Learning Styles

14. Paul Arnold Consulting
Inspiring Change
2 - Learning

15. Paul Arnold Consulting
Inspiring Change
We learn in three ways:
-Modelling
-Trial & Error
-Feedback

16. Paul Arnold Consulting
Inspiring Change
The most important
training happens
on the job

17. Paul Arnold Consulting
Inspiring Change
Training is not really
about installing skills
It s about building a
person s belief

18. Paul Arnold Consulting
Inspiring Change
Real change happens
when we shift beliefs

19. Paul Arnold Consulting
Inspiring Change
Belief change
(and hence
behaviour change)
only really happens
after we emotionally
experience something

20. Paul Arnold Consulting
Inspiring Change
Hence, we learn the
most through
experience, reflection
and discussion
Kolb s Learning Cycle
Active
Experimentation
(Doing)
Abstract
Conceptualisation
(Thinking)
Reflective
Observation
(Watching)
Concrete
Experience
(Feeling)

21. Paul Arnold Consulting
Inspiring Change
Do not train -
facilitate

22. Paul Arnold Consulting
Inspiring Change
3 - Culture

23. Paul Arnold Consulting
Inspiring Change
Training needs to fit
the culture of the
organisation

24. Paul Arnold Consulting
Inspiring Change
Behaviour change
rarely happens with
just a 2 day course
It needs to be
reinforced back into
the workplace

25. Paul Arnold Consulting
Inspiring Change
The training should be
future paced back
into the organisation to
help institutionalise it
(e.g. via use of
real-life situations
in the workshop,
KPI s, mnemonics etc)

26. Paul Arnold Consulting
Inspiring Change
Need top-down
support for training
Management need to
lead by example (which
legitimises the new
behaviour)

27. Paul Arnold Consulting
Inspiring Change
In summary…
Training is not just
a nice to do
It s a key factor for
attracting, motivating
and retaining talent
(In an Ipsos Mori poll amongst the top 500 UK
companies, Attracting, motivating and retaining the
best employees was their number one priority)

28. Paul Arnold Consulting
Inspiring Change
I understand the art & science of
communication, persuasion and how to
inspire behaviour change:
25 years in advertising:
-Saatchi & Saatchi and Grey
-SVP, Global Account Director
-Global Planning Director (GSK)
MBA
MSc in Change
Master Practitioner in NLP & TA
Trained coach
paul_arnold@me.com
07768 775988
http://www.paularnoldconsulting.com
www.linkedin.com/in/prgarnold
https://twitter.com/Slooowdown

29. Paul Arnold Consulting
Inspiring Change
In Teams
2
In People
1
In
Business 3
INSPIRING
ACCELERATED
PERFORMANCE
…In People

30. Paul Arnold Consulting
Inspiring Change
6
4
3
1
2
5Influencing
and
Negotiation
skills
Techniques &
mindsets to
open up
creative
thinking
Accelerating
Personal
Performance
How to give
feedback that
gets heard
and acted on
The power,
magic &
influence of
storytelling
Authentic
Leadership/
Emotional
Intelligence –
The secret to
success
7
Manager as
coach
8
Building
resilience
Leading the
creative
process

31. Paul Arnold Consulting
Inspiring Change
6
4
3
1
2
5
Accelerating
Team
Performance
Inspiring
organisational
change
Teambuilding
/Repair
How to get
the best out
of the
agency/client
relationship
How to run
multi-country
agency
project teams
How to run
integrated
cross agency
project teams
Developing
powerful NEW
Agency/Client
relationships for
long term
success

32. Paul Arnold Consulting
Inspiring Change
Workshop:
Driving organic
revenue from
accounts
6
4
3
Applying
Behavioural
Economics to
the building
of brands
1
2
5
Accelerating
Business
Performance
Planning in the
digital age/
Planning for
suits
The
MBA
Book Club
6 week
interactive
marketing
simulation
course
(with Jon
Leach)
Mini MBA:
The
fundamentals
of business &
marketing

33. Paul Arnold Consulting
Inspiring Change