Below are a list of Articles published for further learning about The Training Clinic. Currently there are two sections that focus on Train-the-Trainer Articles and New Employee Orientation Article
Although this sounds like a cheer on the sidelines of a football or rugby game, this could also be your mantra as a performance consultant when encountering resistance from your client!
The first step in thriving as a "Department of One" is to adjust your perspective. Being a department of one, believe it or not, is a gift! Ok. Before you DELETE this article, please indulge us a moment and read on.
The five-step adult-learning process is an approach to experiential learning, often called discovery learning, which creates an environment where learners realize, for themselves, what they need to know and/or do differently. Some learners will get more out of an activity than others. This experiential learning model helps all learners begin from where they are and grow from a shared experience. Because experiential learning actively involves the learner, it is possible to use the same activity with a diverse audience.
There’s been a lot of buzz lately about performance consulting. It’s not a fad. It’s not a trend. In fact, its time has come. To better understand why we, as training professionals, need to make the transition to performance consulting, let’s start with some definitions and how-to’s and then examine the business need that makes this approach non-negotiable in today’s marketplace. Some Key Terms The transition to performance consulting first requires an understanding of the difference between a traditional training and a performance consulting approach.
New employee orientation is a planned welcome to the organization that usually is shared by the human resources (or training) department and the new employee's supervisor. There are twelve key factors that can contribute to the successful orientation of new employees. The Training Clinic of Seal Beach, California, surveyed over 300 United States companies (during 4 different years) who were conducting successful orientation programs. Here are the 12 factors. All effective programs view orientation as an ongoing process, not just a one-day program.
Target Population Analysis - or T-POP - is an analysis we often overlook because we assume (and we know how dangerous that is!) we already know an awful lot about our learners.
We are all feeling it: the pressure to build smart, innovative organizations. How do leaders and their organizations craft a learning organization? By creating safe and involving environments where people can identify and solve problems, plan together, make collaborative decisions, resolve their own conflicts and self-manage as responsible adults. Facilitative mind and skill sets are essential ingredients to making real a learning organization.
Corporate training has evolved rapidly in recent years to move beyond training just new hires, sales people and leaders. Learning and development professionals and corporate trainers are seen as strategic partners who are critical to the success of their business. Why? Organizations today suffer from a skills gap. And many companies say that it takes 3-5 years to take a seasoned professional and make them productive.
Whether a training function is centralized or decentralized is generally not a strategic decision the training function gets to make or even influence much. Actually, whether a training function is centralized or decentralized is not critical to the success of the function. What iscritical to success is to capitalize on the advantages and work at overcoming the disadvantages.
For years soft skills, such as teaming, problem solving, and communication, took a back seat to hard skills, the knowledge and technical skills needed to perform a specific job, such as computer skills, accounting, or research analysis. No more. Recent studies reveal that business leaders see a huge soft skills gap in their organizations and it’s hurting productivity, increasing turnover, and impacting the bottom line.
When clients call and say their trainers or subject matter expert (SME) instructors need help to be more effective when facilitating training, we ask if they’ve been through a train the trainer course or instructor development workshop. The answer is always a resounding “YES!” When we do a bit more investigating, we find out that their facilitators have studied the content of the training they will be teaching but not the process of facilitating training itself. Training the trainer and instructor training courses provide individuals with not only the practical instructional design skills, platform techniques and confidence they need, but also with critical skills to facilitate learning and ensure retention..
The first step in thriving as a Learning & Development "Department of One" is to adjust your perspective. Being a department of one, believe it or not, is a gift!
Ok. Before you DELETE this article, please indulge us a moment and read on.
Being a training department of one gives you an advantage. Because you don't have staff, you are forced to go outside of your department and rely on your relationships with others in the organization to help you achieve your goals.
Are you in a love-hate relationship with your SMEs (Subject Matter Experts,)? Maybe it's because they're not the right ones for the job.
The biggest mistake most folks make when adding SMEs to their instructor force is thinking SMEs are all the same. They're all technically competent so don't they ALL have the ability to perform as trainers? Can’t just anyone train?