Training & Development
Those in a learning and development capacity play an important role in the success of their organization and they see the results every day. Sometimes a boost of internal or external recognition can add momentum to the team’s efforts, and can provide individuals the inspiration needed to keep achieving.
In her article, Using Recognition to Inspire Your Training Team, Sue Plaster, M.ED. provides a wealth of advice on gaining more recognition for your team’s achievements and contributions as well as those of your team members. She offers factors to be considered for gaining additional recognition and provides insight on exploring award and recognition opportunities through a variety of outlets.
Read Using Recognition to Inspire Your Training Team and then leave a comment here with your thoughts. What steps do you take to inspire your training team and put them in the spotlight?
Teaching in a multiple culture/multiple language classroom is the new reality. It offers some unique challenges but is not impossible. The burden is on the instructor to create a classroom culture that is conducive to learning.
In his article, The Global Classroom, Lester L. Stepheson, explains that success begins with the course introduction. The introduction sets the tone for the entire class. A little more time getting to know each other at the beginning creates an atmosphere that unifies the class and promotes learning. A warm and friendly introduction where the teacher gets to know the students and vice versa goes a long way to overcoming disparities in culture and language.
In the article, Stephenson provides more ideas and tips on how to adapt teaching styles for students with culture and language differences from all over the world.
Read The Global Classroom and then leave a comment here with your thoughts. Have you encountered similar challenges in the classrom? How do you handle them?
In today’s competitive market, training and development staff should focus on how they can help provide effective onboarding for new employees to help the organization grow its talent, establish good relationships between employer and employees, and help contribute to the future success of any organization.
In her article, New Attention to Onboarding: Where Trainers Hold the Keys, Sue Plaster, M.Ed., explains how training staff, leaders, hiring managers, recruiters, and even new employees play important roles in orientation and onboarding. She provides a series of questions that helps shape the onboarding of new employees in any organization. She takes a close look at the three views to be considered in the overall onboarding plan for the employee, which are: the big picture, the middle view and up close. And last, she talks about how important it is to ask new employees themselves about their needs in the onboarding process.
Read New Attention to Onboarding: Where Trainers Hold the Keys and then leave a comment here with your thoughts. As a trainer, how have you helped your organization with its onboarding process if you’ve been involved? As an employee, do you think trainers could have helped with the onboarding process you experienced when you were first hired?
Every good leader or manager needs a development plan in place to help their employees be successful in their organization and provide better opportunities for each and every employee to grow and contribute to the organization.
In her article, An Individual Leadership Development Plan: Where Training Can Help, Sue Plaster, M.Ed., looks at how support and facilitation from training and development can make a difference in preparing managers for development planning. First, she looks at the six key elements of development planning, then she gives examples of how training and development professionals can assist managers in the process. She then goes into some detail about the first – and biggest – element: Preparation and Gap Analysis. Finally, she provides helpful guidance on getting underway and putting the plan into action.
Read An Individual Leadership Development Plan<: Where Training Can Help and then leave a comment here with your thoughts. Is leadership development lacking in your organization? How do you work with your employees on development planning?
In a world where some of us come from different countries with different dialects, cultures, beliefs, and values, it becomes difficult for both educators and participants to be able to communicate and understand each other. This can make the classroom environment one that’s both emotionally challenging and intellectually stimulating.
In her article, Fostering “Learning Moments” Is Key To Diversity and Equity Education!, Sue Plaster, M.Ed., provides insight and ideas about how we can ensure that these uniquely powerful learning opportunities, which she rightly calls “learning moments,” occur for as many of our adult learners as possible. And lastly, she explains how we can help individuals find meaningful ways to move from awareness, knowledge, and skills to involvement and advocacy long after the training evaluation forms have been completed.
Read Fostering “Learning Moments” Is Key To Diversity and Equity Education! and then leave a comment here with your thoughts . How do you tap into and make the most of the increasing diversity of adult learning groups?
For training courses to be effective on any project, Instructional Designers and Trainers should have a strong knowledge and depth of skills in the topic to make sure that the content is accurate. That’s where SMEs, or Subject Matter Experts, come in. SMEs are the experts with in-depth knowledge of what’s needed in a course or training program.
In his article, Curriculum Design with Subject Matter Experts, Lester L. Stephenson explains the importance and advantages of involving SMEs from the very beginning of the project. He also provides some questions that can be used as a guide for Instructional Designers to use while interviewing SMEs, along with some tips on how to create a detailed outline of the course content after the information gathering has been completed.
Read Curriculum Design with Subject Matter Experts and then leave a comment here with your thoughts. As a Trainer or Instructional Designer, how do you get the most from your interactions with SMEs?
Starting and running a successful small business takes a lot of time and effort. Effective training of the owner and the employees can yield big advantages, including, but not limited to:
- Better hiring
- Reduced turn over
- A more effective work force
While the returns are great, the investment of time and money in training is usually seriously lacking in a small (and even some medium-sized) business. In his article, Training Issues in Small Business, Lester L. Stephenson explains why many small businesses have unmet training needs and how small business owners can go about correcting the problem. His three-pronged approach to training could yield valuable rewards for small business owners.
Read Training Issues in Small Business and then leave a comment here with your thoughts. Have you worked in a training capacity with a small business? How did you find that differed from your experience with larger organizations?
Engaging in succession planning is an important part of planning for the future workforce. Having a succession plan in place is an advantage for every leader in any organization to ensure a successful workforce in the future with good leadership, strategies, and plans in place to continue the success of the business in meeting the needs of its customers.
In her article, Planning for Our Future Workforce: Teaching Leaders to Prepare for Succession, Sue Plaster, M.Ed., discusses how educators can work with today’s leaders to do action-oriented succession planning, through dialogue with one another, while reaching a degree of consensus in their plans. She also provides some tips in terms of what to focus on during succession planning and management activities. You will also learn about development planning and the role of training.
Read Planning for Our Future Workforce: Teaching Leaders to Prepare for Succession and then leave a comment here with your thoughts. Have you engaged in—or trained leaders in—succession planning?
As we all know, ADDIE, the most popular and easiest to remember model used in instructional design and training development stands for Analysis, Design, Development, Implement, and Evaluate.
In his article, What Happened to the “E” in ADDIE? , John Cecil, an instructional designer and project manager, digs into the sometimes missing, sometimes overlooked evaluation part of the model. In it, he discusses the two types of feedback, what trainers really need to know to determine if the training actually did any good, and he offers some ways to make training evaluation more authentic and useful.
Read What Happened to the “E” in ADDIE? and then leave a comment here with your thoughts on the evaluation aspect of ADDIE. Are you getting the kind of feedback you need to determine if your training was successful, or your “E” folder empty? Did you use methods beyond what’s discussed in the article?
What if you were a project manager, an HR manager, or were otherwise tasked with putting together a training and development team? What skills would you want to make sure were available to help make the team a success? How would your answer differ if the training were to be conducted online versus in a classroom?
Cheryl Powell, an experienced Instructional Design & eLearning Specialist, recently looked at the make up of such teams and the roles that each of the players would be expected to carry out, in her piece, Creating a Successful Training and Development Team
Powell likens the process of building a successful team to that of cooking a favorite recipe. The wrong ingredients or improper quanities are going to ruin the dish.
Read the article and then leave a comment here. What are your thoughts on the necessary ingredients and “recipe” for a successful training team?