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Dealing with Employees/Training and development

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Question
Hello,

I am interested in applying for a Training Coordinator position with my organization and was wondering if you can you think of some of the most common mistakes made when it comes to developing/implementing and evaluating work site training initiatives? Also, any best practices?

The training curriculum is not complete but some of the modules are- and they are mostly just boring powerpoints. Can you give me any pointers on what to look for in terms of improvement when reviewing the existing training contents?

Thank you!
Lauren

Answer
Dear Lauren,

There are a number of things, technically and philospically that should be used in evaluating a training program for adults. I will mention just a few. We have a "Train the Trainer" program that is 3 to 5 days long that covers a great deal of information on this subject that I can't cover here. However, here are several important concepts.

1. The objective of a great training program is to produce behavior change in participants, not just cover material.
2. To effect behavior change, it's important to present training material in all four of the learning styles:
    i) Reading ii) Watching iii) Listening and iv) Doing.
3. Adults bring a lot of experience to the training. For this reason, the trainer must respect each participants knowledge and opions.
4. Adults will be bored to death with straight lecturing. Get them up and active in participating in exercises and discussions.
5. Finally, as a trainer don't substatute what you like or how you learn for what the individual and collective participants need.

This is only the surface of the things needed to make a training program sucessful. However, it should get you started.

Good Luke

Joe Buys

Dealing with Employees

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Joe D. Buys

Expertise

I can answer questions dealing with leadership development, cross-functional team development, conflict resolution, absenteeism management, workplace violence, sexual harassment, diversity in the workplace, supervisor and management training and conducting employee and customer opinion surveys. I can also answer questions dealing with Lean Manufacturing and Administrative Lean for the Office.

Experience

I have been a manager then business owner and now consultant for over 40 years. My education and experience working in the real world prepared me for my work as a consultant. However, my experience as a consultant has allowed me to work with some of the top organizations and industries in the world. I have learned from their successes and failures. That has helped me to develop strategies to improve both employee and process performance. I have learned many lessons over the years. However, one stands out above all the others. Without good leadership every organization is ultimately doom to fail. Perhaps Al Gini said it best when he said... "The term “power” comes from the Latin posse: to do, to be able, to change, to influence or effect. To have power is to possess the capacity to control or direct change. All forms of leadership must make use of power. The central issue of power in leadership is not Will it be used? But rather Will it be used wisely and well?" I hope I can help you find the right balance.

Education/Credentials
Both a BA and MA from Michigan State University.

Past/Present Clients
General Motors, Ford Motor Company, Chrysler, Dow Chemical, Valasic Foods, Lear Corporation, United States Postal Service

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