2. Learning Objectives
As a result of this training experience, you will
be able to:
List the six steps required in planning training
courses.
Explain the value and importance of carefully planned
training courses.
State two basic types of plans.
3. PRE-PLANNING
Who gives you your training assignments?
Do you always receive an assignment from
someone else?
6. Step 1. DEFINE THE TASK
What would we need to know about the
assignment before we accept?
All the facts and figures: where, when, how, what
and who
The objective or goal of the assignment: what we
are trying to accomplish
7. Step 2. IDENTIFY RESOURCES
When we consider the resources needed and
available, we need to ask ourselves:
What resources do we need to accomplish the task?
What do we already have?
Where do we get what we don’t have?
Are there any resources that require
special attention, advance planning,
or significant expense? Are there
alternatives?
8. Step 3. CONSIDER ALTERNATIVES
This step relates to alternate methods and
procedures for a training course. These might
include:
What kind of training aids should we use?
Which technique will be best for
getting the message across?
How should we arrange the tables
and chairs?
9. Step 3. CONSIDER ALTERNATIVES
This also relates to emergencies or the unexpected.
We should have a backup plan (Plan B).
Are we prepared for equipment failures?
Do we have an alternative session element
ready to use while a problem is corrected?
Do we have backup presenters in case a member of the
training team suddenly becomes ill and cannot attend?
Do we have modules that can be compressed or
deleted if there are time constraints?
10. Step 3. CONSIDER ALTERNATIVES
As trainers, we must set a good example.
If training courses are to run smoothly, we must be prepared for the
unexpected.
We need to decide which options
are best, and what alternative
measures should be taken.
11. Step 4. CREATE THE PLAN
Creating a workable plan can be a challenge.
Training session outlines are provided in BSA training
manuals.
We need to fill in the blank spaces.
A written plan tells everyone concerned what is
expected, and when.
It provides a permanent record that will be helpful the
next time we conduct the course.
It can serve as a backdated checklist
12. Step 4. CREATE THE PLAN
We should always create our plans in
written form.
We may want to include events that precede
the training course, as well.
13. Step 5. WORK THE PLAN
Be sure you are ready.
Review the previous steps.
Do it! Hold the training course.
Follow the written plan, but be flexible and make
any adjustments needed.
14. Step 6. EVALUATE
What should we evaluate about a training
course?
Did we accomplish what we set out to do?
Will we conduct it the same way again?
If not, what changes would we make?
15.
16. BENEFITS OF PLANNING
We all know that problems occur from poor
planning, but what benefits can we expect
from good planning?
17. BENEFITS OF PLANNING
• Increased attendance at the next training session.
• Trainers build confidence and skill in handling
training aids and equipment.
• Leaders receive accurate and complete information,
and do a better job as a result.
• Trainers know what is expected.
• Trainers stay within the time limits.
• Trainers give enthusiasm and confidence to other
leaders.
• Learning objectives are achieved.
18. TWO TYPES OF PLANS
There are two types of plans that relate to training:
SHORT-RANGE PLANS
LONG-RANGE PLANS
19. SHORT-RANGE PLANS
Meet a particular objective in the near future
Cover a limited area of training
Answer the question: Are we doing things right?
Should fit well within and contribute to long-range plans
Some examples:
• Plans for basic training sessions for new leaders who
have just been recruited
• Plans for a den chief training conference
• Plans for training roundtable staff members
20. LONG RANGE PLANS
Cover a longer time
May include a variety of different types of training
Some examples:
• An annual plan, including Fast Start and basic training
• Makeup training sessions
• Den chief training
• Regular monthly roundtables
• Supplemental training
• Personal coaching
• Self-study
21. LONG RANGE PLANS
We should not overlook the importance
of long-range plans in providing a total
leadership growth and development
program for leaders.
22. SHORT- AND LONG-RANGE PLANS
Both short-range and long-range plans are
developed using the six steps discussed earlier.
Planning is crucial in administering an effective
training program.
23. Assignment
Plan the team’s BSA 500 victory
celebration, using the Six Steps
of Planning.
24. SUMMARY
A well planned training course is easier to
present and easier for participants to understand.
The process permits each planning step to be
revisited whenever necessary.
On-going improvements make training more
effective.
Editor's Notes
Throughout the ages, great works have always been the result of great plans. Before mastering the human anatomy and painting the Sistine Chapel, Michelangelo spent many hours studying alongside physicians as they completed their examination of cadavers. Ernest Hemingway took up residence in Spain and actually became a bullfighter before writing The Sun Also Rises. And Robert De Niro put on fifty pounds for his portrayal of Jake LaMotta in Raging Bull
Have the participants put responses on flipchart paper
There is a saying that goes If you don’t know where you are going, any road will get you there. No matter how you get a training assignment, once you accept the challenge the next step is to create a plan. Let’s discuss the six steps of planning. We will be creating a diagram of the six steps of planning. We will provide you with a copy at the conclusion.
When we begin to answer the what, when, where, how and who; when we begin to gather the facts and figures,, we are beginning to define the task. At this point we might not have identified everything, but our process allows us to come back to address anything that may come up as we proceed through the other steps.
What kind of resources should we be considering? Responses should include trainers equipment facilities refreshments As the “manager” of the training assignment we need to identify what resources are needed and we decide where to obtain them.
Once we’ve gone this far, we don’t have much choice. We decide to conduct the course.
Most training manuals have a convenient training session evaluation form for this purpose. You might want to create your own to gather more specific data, or your Council might require you to use yet another. This is a decision that you probably made when you created your written plan. We need to determine what went well and what did not. What we learn from our evaluation becomes input to our first step when we begin to plan our next training event. Also, councils sometimes need information from these forms for trend analysis. Training trends Satisfaction publicity surveys We would like to see everyone using these planning steps for individual sessions and larger training events even when a written syllabus is provided. Distribute copies of the planning diagram.
