the trainer's tool kit

[...]... increase the buy-in and the commitment to participate enthusiastically  They want to feel that the content is relevant They need to feel that the materials have been designed with their special circumstances in mind  They like to be able to challenge the content and process Adults need to feel that they can critique ideas frankly  They enjoy being able to ask questions The issues that they raise... that will be either strengthened or compromised by the training 2 Determining Who the Client Is The client is the manager who ‘‘owns’’ the business plan and is accountable for its successful implementation 3 Qualifying and Quantifying the Change Required The change required is determined by assessing the competence of the trainees and comparing it with the desired performance 4 Assessing the Likelihood... agreedupon time  They like to be treated as equals No one likes to be talked down to or treated as a child  They want to be able to practice in a risk-free environment  They appreciate feedback on how they are doing Without appropriate validation of their behavior, they may not develop the confidence to repeat the skills that they have learned or correct the skills they performed incorrectly  They listen... can change over time, the following adult learning principles have stood the test of time:  They want to learn They realize that training is a key to their performance and their success In a world where layoffs are commonplace, people realize that the only things they can take with them to a new job and career are their skills  They need to be involved and consulted Letting them know what will be... charged back to them, they will expect these costs to be competitive • Respect adult-learning principles Adults want to be treated as equals by the course leader They will value training in which they have some control about process and content, work in a safe environment, and enjoy themselves • Use the best resources As part of the commitment to making training effective, managers need to use the most effective... Team learning • These principles translate into the following three key practices that enable an organization to promote and support continuous learning: 1 The ability to learn from each other 2 The ability to learn from personal experience 3 The ability to learn from the system (that is, organization successes and failures) • There are three sets of variables that promote or reduce the learning experience:... periodic reviews • Train a critical mass of people The more important a training course is, the more important it is that people are involved Putting the majority of key employees through a program sends a strong message about the importance of the program If the majority of those who attended begin to put the core principles into practice, the culture of the organization will begin to change • Measure... listen actively, confirming the ideas that they agree with and challenging those they disagree with  They need to be challenged They should be given tasks that will make them think and behave in ways that will require them to stretch  People learn differently and work at different rates, because of each person’s unique experience, background, ability, and learning styles  They may need to unlearn old... understand their roles in contributing to the organization’s success • Performance measurement systems must identify learning gaps, the opportunities that will flow from bridging the gaps, and the expected intended results after learning has been transferred to the workplace • Business plans and organization goals must include the principle of continuous learning as a competitive lever • Training tools and... backseat, will guarantee failure • Involve the target training groups and managers in the program design Getting a sample of the audience involved before the workshop will ensure that there is:  Agreement to the content  Enthusiasm for the program  Some shared ownership to ensure a successful outcome 10916$ $CH1 10-21-04 08:00:20 PS PAGE 16 II Aligning Training with the Organization’s Objectives T raining . validation of their behavior, they may not develop the confidence to repeat the skills that they have learned or correct the skills they performed incorrectly. ✓ They listen actively, confirming the ideas. will increase the buy-in and the commitment to participate enthusi- astically. ✓ They want to feel that the content is relevant. They need to feel that the materials have been designed with their special. change over time, the following adult learning princi- ples have stood the test of time: ✓ They want to learn. They realize that training is a key to their performance and their success. In a