Ups Training
Bank More for your money – Layers to train their high impact
If the objective of your training program is to give people the information skills they need to do your job, you may be aiming too low. Training programs can meet multiple objectives, and there are many secondary targets that may add the impact of a training program. You paid a sum of money to bring these people, why do not more your training with some time to develop, carefully layered with goals in mind?
Corporate managers and human resources departments like training of employees to categorize into two camps: the specific job skills training and leadership skills training management and construction.
Most organizations have some type of technical training. This industry-specific or even specific jobs. She teaches the skills necessary for employees to succeed in the job for which they were hired.
Then there are other configurations, the Froo-Froo, fly, human resource training, usually reserved for administrators and often consisting of half day seminars on topics such as conflict resolution, communication, problem solving and team building. These are called soft skills.
Too often involves soft and training consists of role-playing scenarios. Oh, how societies management love RPG. (Well, you are usually.) These skills are important in providing good managers and leaders, but often people attending This show will be lost.
Young people on the other hand, are enrolled in technical training programs. The senior officers believe that they are not yet loans for the management of soft skills training. Or not? Consider this: the entry level and young people grow within the company and move up the management roles more seriously, these competencies are the essential skills they need.
Strengthening sustainable skills
We suggest that so-called soft skills are actually enduring skills as they can be used at any level of society, between organizations and even off-site work. Increase the emotional intelligence quotient of their managers and employees, which affects efficiency, productivity and sophistication of your organization.
Here Our big question: why do companies continue to offer technical training and soft skills training or sustainable that the two separate training programs?
Layers
This deliberate initiative to build more of a learning objective in a course or workshop that we call stratification. This means designing a program with technical expertise and resistant to mind.
This we have found is that the combination of these two types of training is an excellent way to deepen the participant's learning experience both for the content. The enduring skills provide a context for technical content and technical content is more relevant due to the sustainable skill-building.
Here is an example of what we mean:
Say you are a junior group of insurers. It is not uncommon to provide a case study: for example, a business case to take to determine if an application is fraudulent or legitimate. Instead of simply reading and discussing the matter, the layer in a sustainable real experience of building life skills. Put the participants into several teams to investigate the case. Give them a challenge For example, to report its findings in a concise and comprehensive presentation.
When he finished the case study, the activity is a record, first in technical content. What was the relevant information? What was the protocol require? What was the best result? What was the learning case study? The teams again presented their views on the case based on their discussion. The technique targets learning take place. It answers the question: what have we learned about our work?
Then there is a second element to a return, using the instructions to build sustainable skills: How teamwork? That led the discussion? Is it effective? " Who took the leadership of the team, when and how? When he was hired as team member, and when you were not? "This part of the record of responses to the question: What have we learned about ourselves themselves while doing homework?
And even a third level of debriefing. Part of the mission was to make a complete and concise. Discuss the content and delivery presentations and a comprehensive summary or to be and how it could improve. Now that you have added a third level of learning, a new opportunity for reflection on skills presentation.
The experience of the team is in real time and content is not to pretend or role play. It's real life. The result is a most memorable experience is deeper, both technically and sustainable level of qualification, skills This team where leadership and, potentially, presentation techniques. And for those who the technical content is easy, have a platform independent, while learning how to keep them engaged in training.
Training Childbirth: what can you integrate?
If you agree there are a number of learning opportunities that can be woven into a unique formation, then can act deliberately to choreograph the training day if the objectives of your organization are best served by the training budget.
Examples of possible targets for the formation layers:
Team building
This is known as training camp. Either who has been through a rigorous schedule with a group of people know the links off the site during a one-day training can be powerful multi more beyond explanation. This creates an informal mentoring and support network within your organization. This is an opportunity to build lasting relationships between the platforms each level of employees.
Presentation Skills Development
Consider this: A training course is a presentation himself. External speakers are often skilled presenters. You can use this experience by simply asking their presenters reflected in the processes used to present the group, which provides a platform for learning different group members who are listening in now that you are using the program training as an opportunity for presenters to improve their skills and strengthening internal presentation of content and experience.
Course more training is full of opportunities to make presentations. After the groups small groups to do their job, someone has to inform the entire group. Instead of two heads talking in a boring conference table, to inspire participants to their dynamic and persuasive presentations.
Feedback Skills
There is a set curriculum to provide information and communication is involved and conflict resolution tools. Can be incorporated in training technique in the most simple. For example, give the participants some general guidelines to give information, then ask them to use to give participants information for their presentations when they report after a meeting in small groups. The presentation of the participants can learn about their presentations, and while it may make a report of how this feedback was given. Everyone implement what they need to learn.
Debriefing as competition for leadership
Information is a valuable tool. To have something to take into account construction performed in training exercises. In fact, a training session without exercise is not training – is a lesson. Not only help do people remember what they learned, he woke. And a year is an experiment, and all experiences are real, even if held in a training environment. Exercises provide opportunities workshop and information its course. Debriefing invites participants to educate each other about the content and process.
Mining for organizational challenges
For leadership programs, Try not to spend too much time on stage pretending to know. You can teach leadership skills and face significant organizational challenges, simultaneously. It is logical, given that leadership requires the ability to meet challenges of a reflective organization. If you go to play a role, doing a real challenge is real time, at this time. People pay more attention. Skills acquired through work will be authentic. And there's more chance to address the substantive challenges or conflict if environmental review has brought an educational experience. Do not be afraid of real life!
Created by internal consulting teams within the organization
People who attended a "layering" to develop a spirit all of camaraderie, sharing experiences and knowledge sharing, and often as loyalty to the organization is to invest in them. Imagine a focus group has obligations while working on a case study during training. After training, an organization can take advantage of this equipment to the scene by creating opportunities to work on special projects to help solve specific problems. In fact, the identification These challenges often occurs during training. The organization only needs a loose structure rather than reap the benefits these teams are still working on the challenges facing the organization.
Promote the core values of the organization and mission
Make your work more than words on a page. Briefings key to address and strengthen the company's vision, mission and core values. If a company's mission is real, it is inextricably linked to all aspects of its operation, the newspaper and also in training programs. If your training program – including technical training very simple – they are not reinforced the basic values of your company and your mission, you're missing the opportunity to tap a drum to be played every chance you get. It is also an opportunity to help employees learn and if their values are compatible with the values of the company, and vice versa!
Layers leadership
Identify the most important skills your organization durable build. Maybe teamwork. Perhaps the ability of feedback. Whether your organization, this layer in order to train junior level this may be the only sustainable skill set in the program can only address one aspect key manager training.
Introduce sustainable skills training programs and many good things can happen. You will have an idea of what your junior people have the skills to develop potential. You will create a common language between men juniors and seniors and young people are beginning to understand what their bosses learn in their training. In addition, the company emphasizes its commitment to its people, giving them an idea of capacity building beyond your current job description.
In short, increasing their money
A good training program will encourage participants to extend deliberately his own conscience, of course, everything in its path to top management. You can speed this process by identifying opportunities and application layers. Increase bang, reduce the Bucks, and build a training model that enhances the culture you want to create in your organization.
About the Author
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