Design and Facilitate Training

How to Manage the Training Function

Two-day Workshop

Some days it’s just overwhelming. Between educating the rest of the organization about what training CAN and CANNOT do, building the expertise of your staff and/or SMEs, and tracking performance indicators, managing a training function can be like juggling greased pigs: big AND slippery!

Spin no more! With the right tools and techniques in place you will experience a sense of control and be in a better place to align your efforts to the goals of the organization.

  • Anticipate changing training needs
  • Learn how to use a comprehensive department systems audit to assess how your function is operating in ten key areas.
  • Develop an internal consulting approach to your role as manager.
  • Examine when and how to use 9 types of assessment tools to diagnose performance problems and identify training needs.
  • Apply a nine-part plan to build alliances and work successfully with line managers and employees.
  • Identify essential elements of a performance improvement plan.
  • Determine what to include in a client service agreement to address performance issues.

How to Write Terrific Training Materials

One-day Workshop

Ready? Set? GO! This practical and useful workshop has all the tools you’ll need to enhance your writing skills when it comes to crafting activities, exercises, materials, assessments and lesson plans.

  • Easily organize your ideas to develop training materials and sequence content
  • Develop effective learner handouts, case studies and tests
  • Easily write lesson plans others can use
  • Help learners discover and develop skills through appropriate activities and exercises
  • Overcome writer's block
  • Build learner retention
  • After this workshop you’ll be able to streamline your writing efforts in order to produce learner center materials that are engaging, build retention and aid in transfer of learning.

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A Consulting Approach to Needs Assessment

One-day Workshop

Make the transition from trainer to performance consultant when tackling your next needs assessment. Examine the importance of taking on the role of performance consultant as you identify and confirm who your client is and exactly what they need in the way of performance solutions.

  • Use the 8 step consulting process to help measure real needs while creating partnerships in action
  • Anticipate the changing training needs in your organization
  • Contract for results, not just training activities
  • Gain management's commitment to performance improvement
  • Create powerful, clear, specific performance inmprovement plans based on fact, achievable and cost justified
  • Conduct successful feedback meetings
  • Anticipate and minimize obstacles to the assessment process
  • After this practical and useful workshop you’ll be able to determine which consulting role is right for you as you navigate the performance consulting process. During this journey, you’ll assess the best tools to use to uncover the “real” problem along with putting it all together in a performance improvement plan.

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How to Assess Training Needs

One-day Workshop

Need to conduct an assessment but not sure where to start? We’ve got it all laid out for you! Start with 10 “must know” assessments methods, practice designing your own and then pull it all together to develop a strategy to address the real performance needs.

  • Measure organization's training needs
  • Develop a specific training plan that is based on fact, achievable and cost justified
  • Design assessment tools
  • Write effective questionnaires
  • Conduct successful feedback meetings
  • Anticipate and minimize obstacles to the assessment process
  • After this practical and useful workshop you’ll be able to distinguish between a need and a want, zero in on performance issues and take a deep dive at their root cause and the best solution.

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How to Design Effective Training Programs

Believe it or not - your PowerPoint deck is NOT your training design!

When customizing is key to your training's success but design time is limited, a modular approach to instructional design is the answer.

  • Use a systematic method to easily design a training program.
  • Design a training program to meet the learners' needs.
  • Use adult learning techniques to improve retention and reduce participant resistance.
  • Write realistic training objectives that drive your instructional design.
  • Select the best learning experience to train learners.
  • Pace methods to maintain high energy and active learning by the participants.
  • Develop effective training activities, handouts and job aids.
  • After this practical and useful workshop you'll be able to hit the ground running with a design that has an increased shelf life and will allow you to swap out pieces for future design needs.

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