Over 2,800 students from 112 countries enrolled in Specialist Series classes by Katy Caselli since September, 2015! Updated in September, 2016!
Training Journal reports a study on learning & development (L&D) departments. The study determined that:
How would you like to improve these typical, non effective training outcomes AND
You can do this by following a standard approach to training that RETURNS RESULTS.
Showing how training is effective deepens the partnership between business leaders and training staff, and makes it clear the training departments or Instructors or consultants are there to bring business results, not just to force employees to attend yet another “preventing harassment” class. Showing the leaders how training can remove critical obstacles deepens the organization’s learning culture, which helped keep training on the agenda, and your contributions VISIBLE.
This class will show you step by step why training efforts have failed in the past and what is sure to make them succeed. With real life case studies and an exploration of how they succeeded, you will see how to plan for effectiveness by using the best practices in this course. Take this course to Show Your Value to organizations!
Hi I'm Katy Caselli. I have been in professional training roles for large, global organizations for more than seventeen years, which gave me extensive experience in solving complex organizational problems through excellent people systems and solutions. I am certified in instructional design and Certified Technical Trainer (CTT+).
During the huge American economic downturn in 2008, I survived two periods of layoffs, and in a period when my colleagues were loosing their jobs inn other training roles, I managed to survive. The reason? Because over and over again, I had been careful to do what it took to make sure training made an impact on the business and reported those results. I am going to show you how in this course..
I apply learning solutions for specific problem areas, resulting in positive changes and quick returns on investment. My master’s degree in industrial/organizational psychology helps me to frame hiring and on-boarding systems that are effective and compliant. The owner and president of Building Giants, LLC, I have taught Train the Trainer courses for the last twelve years and worked with hundreds of instructors and leaders to develop skills in effective learning and development initiatives.
It is nice to meet you! I assume you are here to learn more about the learning and development field, or how you can better succeed as an instructor or people leader. Let's get started!
Collecting and reporting the results of training brings you credibility. If you work as an internal employee to an organization, or as an external consultant, having PROOF that your training efforts are working to solve business problems is incredibly helpful to show your value.
Think of it this way. Would you rather report to leadership:
My 14 students loved my training. They all gave me positive feedback.
Or would you rather report: Four months after training, quality defects were reduced by 80% over the previous year, saving our company approximately $38,000.
How would you like to show that you are earning your salary, and saving the company headaches, lost customers and employee turnover? Or just successfully changing behavior in the workplace?
This course will teach you a structure to use when setting up training that will help you use the elements necessary to see an impactful, effective training intervention, and provides a plan so that you can apply what you are learning and get ready to see real results with your next training program.
The better you get at learning and using the key concepts in this course, the more you will be a strategic partner with your business leaders, helping to solving their most stubborn performance problems. Training then becomes more purposeful and meaningful, and brings visible results.
In the supplementary materials you will find a plan to print and keep near you. Use it to capture your notes after lectures when you see this slide. By the end of this course you will have a framework for an impactful and effective class.
The Little Known Yet Simple To Follow Four Step Process For Training Success
Although I use the word 'simple' in the title, keep in mind that using all steps successfully depends also on others to do their part, so simple does not necessarily translate to "easy", however, this process will make it simpler to communicate the steps needed to make training work and to identify where things go wrong...
A Few Examples of Failed Training-So You Can Learn Why They Bombed.
Many leaders have the impression that training rarely works in organizations and is therefore a waste of time and money. It is a destructive cycle: the less clearly training is linked to business success, the more likely training budgets will be cut, training resources reduced, and training dropped from the agenda as a business solution....
Needs Assessment- The Chance to Make a BullsEye
An effective needs assessment pins the tail on the problem in measurable, actionable ways. Have you ever sent an employee to a training class and later heard the feedback, “It was too basic for me, I didn’t really get anything out of it”? Or how about this one? “It was over my head, full of jargon I didn’t understand.” These situations are frustrating and generally lead to the question, “What went wrong?”...
A Little Bit About Adult Learning Theory
If you think adults do not like games, toys, skits, puzzles or videos etc. in favor of sitting still and working to pay attention through endless slides, then you yourself may not have been exposed to well-planned, interactive and effective training. Your model may be school, where lectures and homework with demonstrations, exercises and hands-on practice were more rare the farther in school you rose...
The Biggest Secret to Making Training Work
Congratulations! Students have walked out of an impactful and engaging training class, having given top marks to the instructor on smile sheets. Now you have arrived at one of the most crucial points in performance, the point at which you can make a terrific impact on the success of a training effort.... Adapted from Building Giants: The Secrets to Transforming Your Workforce through Effective Training
Also, Schunk, D.H. (2012) Learning Theories, an Educational Perspective. Pearson. Boston, MA
Baldwin,T., Ford,K. (First published online, 2006, Dec) Transfer of training: A review and directions for future research. Personnel Psychology. (41:1. p63-105) March 1988. also Shaw, E. (1995, April) The training-waste conspiracy. Training, v32 n4 p59-60,62,64-65.
When assessing the needs of individuals, the key is to not only analyze current behavior but look ahead. What is the person doing now that indicates a low level of skill? Does this employee avoid certain tasks that are clearly a part of the job, letting you or others do it instead? Would training the person to ace this task build strength in your team, lead to potential future advancement, help the business solve key losses, or save time in the existing process?
Let’s take, for example...
The Four Step Training Process
Evaluating the Effectiveness of Training
Training is identified as a solution in meeting rooms across the world every day. Unfortunately, organizations put faith in the expertise of the instructors and cross their fingers. When training does not bring the expected results, then those fingers might start pointing at others: the learners, the materials, the timing of the training, the instructor, the project lead, and don’t forget the human resources department.....
When an instructor opens a typical class, he or she may go around the room, asking students what they want to get out of the session. An instructor might fall over if they heard a response like: “I’ll be mastering process mapping so that I can go back and map the Heat Treatment process and cycle to look for the seven-forms of waste with two coworkers.... They may be shocked that a student has a plan right away to use the skills as most will say: “I want to understand this,” or “get a refresh on that.”
Example of an Effectiveness Report
A large manufacturing company assigned an internal expert to conduct Train the Trainer certification courses for 24 prospective internal instructors with the plan that they would spend a portion of their time as trainers in the subjects in which they are highly competent. The instructor is to report on the effectiveness of the class after 3 months.
Which report would get the most favorable attention from upper management?
Case Study: Heat Treatment
Let’s turn to some “good news” examples of training interventions that returned favorable results. This first case study shows how a very simple and quickly applied training intervention saved a business a significant amount of money.
Effectiveness in Training
Close communication with leaders is critical to make training a success.
Start with a frank discussion of the benefits of excellent training, here are a few:
Grow employee engagement...
Now make sure you plan to communicate the success of training programs in several ways:
This will help you gain credibility, and be seen as a value in the organization...
If you have exited this class and realized you would like more people in your organization to "get it" check out this link for more information on how to make training effective!
Consult with me! http://app.maven.co/profile/dKVbGVK7
I just wanted to share with you that of all the ways I have learned about my profession, by far what has helped the most is feedback. Feedback is a training professional, and instructor's best friend. You should ask for it after training of any duration. Now if your audience is in the thousands, ask a select group. If the class was of short duration, ask to speak privately with a few participants after class. Or, give a "Smile Sheet" with targeted questions- Were you understood clearly? Were the activities helpful for students to succeed with the class objectives? What sections would students have liked to go over more, or less?
Feedback is a gift you hope your students will give you.
Please give me feedback by clicking on the leave a review button in the top right, and please share this course with colleagues and friends that you know will benefit from learning the secrets to success in Workforce Training!
Consult with me! http://app.maven.co/profile/dKVbGVK7
Why Show Your Value?
Katy Caselli has been in professional training roles for large, global organizations for 18 years and has experience in solving complex organizational problems through excellent people systems and solutions. Certified in Change Management, 360 Feedback, Myers-Briggs Type Indicator, Instructional design and a Certified Technical Trainer (CTT+), Katy has used this skill and knowledge extensively in organizations to both lift the overall workforce skill levels and to apply learning solutions for specific problem areas, resulting in positive changes to the business and short time-frame return on investment. Katy Caselli has her master's degree in industrial/ organizational psychology and uses it to frame hiring and on-boarding systems that are effective and compliant. She is the author of Building Giants: A Proven System to Transform Your Workforce Through Effective Training. A constant learner, Katy's current hobbies include stained glass, kayaking and photography.