Are you struggling to get supervisor buy-in for and participation in your training? Discover the game-changing question that will generate the support and involvement required for your programs to affect on-the-job performance and create meaningful results. Learn the most important questions to ask training stakeholders and requesters. Discover the starting point for any effective training. Understand how to spend your time to generate maximum program impact.
Professionals working in Talent Development want to get the best results from learning programs. Yet, most experts agree that usually only 20% of learning is implemented in the workplace. If we compare this to for example a boat shuttle 'transferring' people from one place to another: would clients of this shuttle accept a successful transfer rate of only 20%...? In an era of worldwide growing accountability, it's our mission as Talent Developers to increase the rate of transfer. Because in the end, it's only on-the-job behavior that matters: the business only benefits when learning positively impacts performance. Ensuring learning transfer is therefore an important challenge facing Talent Developers today. But how can we make sure that learning program have a high rate of transfer? What makes learning really work? I've lead a research on how transfer took place by analyzing training programs and interviewing workers, managers and clients of international organizations. The key question during the research was: what proved to help employees to perform better in the workplace after learning activities? The conclusion was that 7 factors were crucial to make a great transfer happen. These 7 factors enhanced the learning process in a way that results in the workplace are increased. To know about the 7 factors and how to apply them in learning programs, instantly helps instructional designers, trainers and managers to make learning programs more effective in the workplace. Learn about the seven factors take make transfer happen and how to apply them in every learning program in your organization.
There are only two kinds of leadership: leading self and leading others. It's that simple, only two. Your ultimate goal is to master them both. Learn valuable lessons of leading self and leading others in a concept called 'More Than Leadership,' a leadership style that begins and ends with you. Distinguish the commonalities and differences between leading self and leading others. Discover ways in which to help you apply 'More Than Leadership' tactics. Chart a path of change such that more leaders across your org begin acting like genuine leaders.
Just because I said it doesn't mean you've learned it.' During this session you will explore the skills and techniques of a high-impact facilitator, including the seven transitions to use, the best Q&A method, reflection and action planning, and the powerful SME/trainer/facilitator continuum. Develop a list of at least five action ideas to apply to your next training.
Why are most presentations so bad? Truly terrible? Few enjoy creating, giving, or viewing PowerPoint presentations, so let's change it. Explore techniques to create mind-blowing presentations using only standard.
Business Impact Mapping is a powerful but simple technique to ensure learning is aligned and focused on business needs. This transformative competency helps you think like your CEO. Cut through the fog of metrics and KPIs and ensure learning is aligned and locked to the metrics that matter. Adopt results-focused thinking. Identify and clarify the ultimate goal(s) of HRD and training initiatives. Use the impact map template to align your learning programs with the needs of your business.
You want your managers and leaders to coach more. You understand that coaching is a foundational skill, one that drives both engagement and impact. When you have a successful coaching culture, teams are stronger and results are better. But if you're like most organizations, you've struggled to really get your coaching culture successfully flourishing. You've done some training and some change management work, and results have been middling to poor. And you're a little frustrated. In this practical, interactive and entertaining session we'll roll up our sleeves and blow up some old and less-than-useful assumptions about building a coaching culture. Drawing on 20 years of change management experience, we will: - Lay out a simple and practical way of understanding culture, so we know where the key points of influence truly are - Share a simple way of talking about culture, that makes change possible - Upend some typical ways of thinking about a coaching culture that actually hinder more than they help You'll work through an action planning process (yes, including a little coaching) that will leave you in a strong position to reframe and re-energize your approach to building a corporate culture. Gain a practical framework for understanding and engaging with culture. Explore three different strategies that upend typical approaches to establishing a coaching culture. Learn specific language and tactics that you can use to reframe and re-energize your commitment to building a coaching culture.
Iris Lopez, Human Resources Director/HRBP, ATD Puerto Rico chapter.