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.
Learning ObjectivesAs a result of this training experience, you willbe 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.
PRE-PLANNINGWho gives you your training assignments?Do you always receive an assignment from someone else?
PRE-PLANNING What questions must be answered before developing a training plan?
Step 1. DEFINE THE TASKWhat would we need to know about theassignment 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
Step 2. IDENTIFY RESOURCESWhen we consider the resources needed andavailable, 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?
Step 3. CONSIDER ALTERNATIVESThis step relates to alternate methods andprocedures for a training course. These mightinclude: 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?
Step 3. CONSIDER ALTERNATIVESThis 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?
Step 3. CONSIDER ALTERNATIVESAs trainers, we must set a good example.If training courses are to run smoothly, we must be prepared for theunexpected.We need to decide which optionsare best, and what alternativemeasures should be taken.
Step 4. CREATE THE PLANCreating 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 isexpected, 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
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.
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.
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?
BENEFITS OF PLANNINGWe all know that problems occur from poorplanning, but what benefits can we expectfrom good planning?
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.
TWO TYPES OF PLANSThere are two types of plans that relate to training: SHORT-RANGE PLANS LONG-RANGE PLANS
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 plansSome 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
LONG RANGE PLANS Cover a longer time May include a variety of different types of trainingSome 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
LONG RANGE PLANS We should not overlook the importance of long-range plans in providing a total leadership growth and development program for leaders.
SHORT- AND LONG-RANGE PLANSBoth short-range and long-range plans aredeveloped using the six steps discussed earlier.Planning is crucial in administering an effectivetraining program.
Assignment Plan the team’s BSA 500 victory celebration, using the Six Steps of Planning.
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.