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My "Early Edition" session from the 2013 HR Indiana Conference, which qualified for strategic credits from SHRM: What's the best way to show your training programs had the right impact on the right employees, at the right price - and were properly aligned to your strategic initiatives? How do you report thsoe results to senior managers and staff in a way that inspires them to participate in the employee development process? This session has the answers. It exposes the flaws inherent in many employee development programs - and the damage they cause for your staff and customers. The focus then shifts toward how other time-tested techniques - built from 10 key questions and a 4,000-year-old storytelling pattern - will supercharge your training efforts and keep your focus fixed on employee performance.
Citation preview
Best Practices in Employee
Development
Firing Sally Field
Which one of these movie titles
best describes your training career
right now?
4
=
Ask the right questions...
Who is your biggest client?
What results do they want?
What keeps them awake at night?
Training
Good morning!
Hey, Pat is really struggling with the new system.
He’s also having some issues with sales.
And with customer service.
Got a few dress code problems, too.
He blew up at a team member yesterday.
And has come in late all this week.
So...
He’s gonna need some more training.
A two-hour sales class should do it.
Squeeze in there something about service & dress code & attitude & PC skills, too.
We’re gonna need that pretty quick.
But not on Monday or Friday. Staffing!
And can you do those online instead of at HQ?
Or just put him back through basic training?
Thanks!
16
If there was a problem,YO I’LL SOLVE IT.
Training
Resources
Priorities
Commitment
Communication
Standards
Incentives
Time Management
Capability
Job Design
But never ask this:
“What are your training needs?”
“Exactly what kind of exercises do YOU want to do, sweetie?”
Trainer
Paycheck Improver
My goal is to help you hit yours.
KEEPYOURBOSS’SBOSS
OFFYOURBOSS’S BACK
Earn andK.P.P.
management and S.M.E. support.
BusinessLearning
BusinessLearning
1 cup
?7
questions
+
Cause?
Training
Resources
Priorities
Commitment
Communication
Standards
Incentives
Time Management
Capability
Job Design
KPP
now?
ractice?
erform?
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Learning
% Use % Value
“Knowledge is power.”
-Sir Francis Bacon
Knowledge is cheap.
36
He never said that.
“The end of knowledge is power...
the scope of all speculation is the performing of some action or thing to be done.”
-Thomas Hobbes
38
PowerKnowledge isn’t
Performance is
Help them fail forward fast.
Nobody learns to ride a bike in a classroom.
Building the next generation of leaders
More? Less?
Different?Better?
SubjectMatterExperts
They don’t hate training.
They’re jealous that you’re doing it.
Game-ify the S.M.E. Experience
51
“You like me, right now,
you like me!”
High ‘smile sheet’ ratings translate neither to learning nor to high performance on the job.
“Are You Too Nice to Train?” Training Magazine, 8/2006
92 of 96 FORTUNE 500 CEOs want to know the business impact
of L&D programs.
Only
8%get that data now.
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$156 billion
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$52,000,000,000
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Bad training is the largest ongoing industrial accident in human history.
We can do better.
FIRED
Tell their story.
Aim for their room.Not yours.
Yoda nailed it.
80
Fight for their place at the table.
Help thembe a hero.
Help themsave their world.
Help thembe a legend.
AndyJanning.com
HRCI #: 155213
