With over
15 years of training management experience in Fortune 500 companies, my
niche became transforming training departments into highly effective
strategic business partners. As wonderful as these accomplishments were and
are, what stands out was the continual ability to achieve these levels on a
shoestring budget.
While attending training conferences and reading
training journals, it was easy to become excited about new learning
technologies, but hard to return back to next to nothing budgets.
Confronted with major technical and leadership training needs I was
determined to find an inexpensive solution. Two articles highlight the
discovery process (LMS on a Shoestring & eLearning on a Shoestring),
along with the solutions we uncovered.
But these were just tools to
allow us to experiment with new delivery methods. The real discovery came
in learning how to blend programs using inexpensive on-line modules and
shortened and more engaging instructor-led sessions. Articles are included
that share our experience with blending programs, using technology to bring
training closer to the learner. The results were phenomenal pleasing both
management and the participants.
This site is also about
understanding training and how to organize a training department that is
tightly linked to your customers. We must understand that training is not
often perceived as a value-add activity, and it is the job of those leading
training organizations to influence these perceptions. Although training
metrics helps to demonstrate ROI and are necessary, I have found that there
are other key factors that must be developed as well. My personal success
is a result of excellent mentoring which has taught me several valuable
lessons:
·
First,
learn the language of business and then translate training using this
vocabulary (e.g. bottom line, ROI, strategic focus, core business
objectives).
·
Second,
walk a mile in your customer’s shoes. Nothing gains more respect than truly
understanding our customer’s business.
·
Third,
gaining credibility and respect are your most important objectives. Effective
leaders focus on earning respect and gaining credibility over being liked.
·
Fourth,
the basic objectives of training have remained the same. The manner in
which training is delivered has changed.
·
Fifth, it
is all about performance today. Everyone involved in training needs to
understand and be a performance consultant.
·
Sixth, have
a passion for what you do and demonstrate that passion. The passion needs
to focus on the benefit of your company first, customers second, and
training last.
·
Seventh,
keep it simple and to the point. Fluff only supports other’s perceptions
that training is more fluff than substance.
·
Eighth,
walk before you run. Experiment with less expensive approaches before
making significant investments. Who knows, you may end up saving a lot of
money.
·
Ninth,
get out from behind your desk. Spend time on the floor with the employees,
learning about their jobs. Than establish rapport with the management
·
Tenth, understand training
as a process and continually improve it, learn lean and become a lean
organization. Be proactive rather than reactive.
Over the past few years I have
been honored with national recognition for my accomplishments and true to
our profession is the desire to help others make similar and even better
achievements. Hence the purpose of this web site. I have also included
texts and workshop materials that I have developed on the topics of
leadership development and personal growth, my true passion. We can only
increase our value to our organizations and society the more we learn about
our true potential. As we apply these learnings to our life, we become more
effective with influencing the development of others. One of the most
rewarding and fulfilling elements of education and development. Please be
sure to visit the sites, “On Leadership” and “On A Personal Note”. Thank
you for visiting. I hope to hear from you as well.
