Training and Coaching Resources
Calculating the Return on Training Investment
This article demonstrates the value of valid training to the company in economic terms using activity and opportunity costing and the calculation of productivity gains. It converts the belief that training is ‘good’ to the demonstration that valid training is an essential requirement for successful companies.
Guiding Managers in Training Needs Analysis
This article explores the manager’s role in TNA and the trainer’s role in helping and guiding the manager. It also has a trainer led questionnaire to support skills apply equally to HR professionals.
Meeting the Business Need
This article shows how valid training is directly geared to the business need, how training is a preparation to meet future business needs and how learning objectives are linked to operational objectives.
Training Cost and Value
This article outlines the issue of cost at the expense of value that bedevils training.
Content Free Facilitation
This article explores the concept of a learning event in which the participants are the experts and the trainer purely facilitates the learning. It considers the facilitators approach, role and actions to ensure learning, the facilitators behaviours and when and how to intervene.
Objective Course Design
This article explores the concept of objectivity to all aspects of the design process not merely the Terminal Objectives of a course. The elements considered include Job Performance Requirements, Criterion and Achievement Tests, Entry Level Performance and Target Population.
The Complete Trainer
This article considers the various roles that come under the general descriptor ‘Trainer’ and argues that the complete trainer acquires the skills of these roles over time with experience.
Why Not Use Managers to Train Managers?
This article considers the advantages for the learners, the professional trainers, the managers and the organisation of managers training managers.
Let’s Start from Scratch
This article looks at critical thinking when reading articles about training to the concepts of training performance. Are you a critical thinker and if you want to be what are the implications.
Coaching the Poor Performer
This article suggests disciplinary approaches are not the ideal solution to poor performance but may be an admittance of failure to manage and help the person appropriately. The key issue is to coach the person to eliminate the real problem not just the symptoms of the problem.
This article describes a coaching methodology developed for some of Learning Partners clients. The model uses reality role-playing. The article also covers the design of reality role-plays and feedback and coaching action introducing single loop and double loop learning.
Performance Problem Solving
This article looks at the coach’s role in helping the client identify problems and their solutions and includes the importance of gaining commitment, building rapport using pacing and matching, setting goals, motivating using towards and away-from language and creating a coaching plan.
This article explores the coaching contract between coach and client, the requirements of such a contract and what makes a coaching contract effective. This article is written mainly for consultants and professional coaches in companies.
Simulation – Making Learning Real
This article deals with the power of simulating ‘reality’ in a safe environment so that participants learn from doing, observing, giving and receiving feedback. It deals with the requirements to design and operate valid simulations.
Using Counselling Skills to Aid Learning
This article covers the concept of counselling in the training context, including the key process elements and the interactive skills needed.
It’s Good to Listen
This article covers the levels of listening and the HUR process – Hear, Understand and Respond. Also covered are perceptual errors and emotional blocks. These basic skills apply equally to all staff.
Behavioural Analysis in Training
This article explores what interactive behaviours are, why they are valuable to trainers and how to use them in behaviour analysis.
This article explores three facets of co-facilitation – the characteristics of co-facilitation, developing to be co-facilitators and operating as co-facilitators.
This article is an empirically based study of four practical trainer styles – Presenter, Classical Trainer, Experientialist and Realist. It also demonstrates how three learner styles, dependent, collaborative and independent match the trainer styles. The aim is to help trainers recognise the style they use as a basis for broadening their skills.
The Difficult Encounter
This article explores what causes disagreements in the learning environment and the behaviours that when used by trainers make disagreements productive. The concept of Constructive Disagreement and the behaviours used by trainers is outlined as is handling objections and the language that aids handling objections.
(NOTE Due to a printer’s error the key learning points belong to a totally different article.)
Testing for Trainability
This article demonstrates the power of the trainability test, what it is, its key elements and how it can be designed and validated.