A Consulting Approach
To Coordinating Training
A unique three-day certificate workshop for those who coordinate and administer training covers how to develop a training plan, be active, not reactive, and maintain management support for training. How to hire consultants, coach and develop subject matter experts as trainers, set up a resource center, market and administer a registration system and schedule training (along with facilities and materials coordination) are emphasized.
When we come on site, we customize our workshops in two ways.
First, we customize the workshop content to meet your instructional objectives. Second, we customize the examples in the exercises to make them specific to the services you provide.
There is no charge for this level of customization.
WHAT YOU'LL LEARN:
At the end of the training, you will be able to:
- Compare typical training coordinator roles and responsibilities.
- Assess your own competencies in the training coordinator position.
- Use a template to customize your training coordinator job description.
- Anticipate the changing training needs in your organization.
- Evaluate five types of performance consulting skills you will need to
- Practice how to gain management's commitment to performance improvement.
- Describe eight steps in the internal consulting process.
- Contract for results, not just training activities.
- Measure an organization's training needs.
- Identify essential elements of a performance improvement plan.
- Monitor a training budget.
- Conduct successful feedback meetings.
- State how Performance Analysis can mean the difference between success
- Improve productivity by knowing when and where training can contribute.
- Select training programs that honor adult learning.
- Coach and develop subject matter experts as trainers using a competency
- Recognize a training issue.
- Write learning objectives to meet your organization’s needs surfaced
- Apply proven techniques to build rapport with line managers and gain
- Buy only what you need.
- Market your training programs for maximum attendance.
- Avoid no-shows for training.
- Negotiate successfully with off-site facilities.
- Learn secrets of success from other coordinators.
- Use practical checklists to make your job easier.
Unit 1: Overview
- Workshop introduction and objectives
- Set personal objectives for the session
After completing an opening activity, participants identify personal objectives and share them in the large group. Expectations are clarified and set for the workshop.
Unit 2: Training Coordinator's Role in the Organization
- Measure yourself against eighteen training coordinator competencies
- Define your key roles and responsibilities
- Customize your job description as a training coordinator
Participants assess themselves against training coordinator competencies and clarify their roles, responsibilities and job description.
Unit 3: Transition to an Internal Consulting Approach
- Assess where your organization is in the life cycle of a training function
- Develop partnerships with management
- Identify who is the client
- Define internal consulting roles and skills
- Examine the consulting continuum
- Review your internal consulting roles inventory results
- Identify key internal consulting skills
- Review the eight-step consulting process
A consulting approach is offered as a way to maintain a healthy life cycle for a training department. Essential tactics for developing partnerships with managers and learners are explored and assessed. Participants identify criteria for identifying a true client through analysis of a case study. Differences between traditional training and consulting approaches are identified through a comparison activity. Following completion of an inventory, participants identify what internal consulting roles they tend to play and which roles they may be neglecting. A case study is used to clarify the range of roles and criteria for selecting the most appropriate role in a given situation. Key internal consulting skills are assessed by participants using a gap analysis. The eight-step consulting process is reviewed in a participative lecture. Participants begin to apply the process to a case study.
Unit 4: Diagnose Problems and Put a Plan Together
- Examine formal and informal techniques to analyze performance
problems--is training the answer?
- Identify other barriers impacting performance
- Make vague requests specific through goal analysis
- Be active instead of reactive in meeting training needs
- Assess training needs
- Learn guidelines for developing needs assessment instruments
- Discuss special assessment issues
- Interpret training needs and wants from assessment data
- Craft learning objectives to meet the business need
- Develop a ten-part performance improvement plan overview
- Present the performance improvement plan at a feedback meeting
- Build rapport with line managers and executives
- Create a training plan
- Evaluate your needs before you go comparison shopping
- Monitor a training budget
Participants examine formal and informal tools to help diagnose problems through examples, exercises and case studies. Following an interactive discussion around assessment issues, participants practice interpreting assessment data given in a case study. They then learn to craft learning objectives to meet the business needs surfaced during the assessment and practice writing objectives for an upcoming session of their own.
Participants explore the differences between a performance improvement plan and a training proposal through interactive discussion, identification of key criteria and examination of examples. Techniques for successfully presenting the plan in a feedback meeting are identified through discussion and small group activity.
Essential tactics for building rapport with managers are reviewed with examples and tips as support. A tool to help coordinators compare methods of delivery follows examples of ways to monitor a budget using training cost frameworks and cost benefit analysis. Participants identify how to apply four levels of evaluation to a case study.
Unit 5: Know What Good Training Looks Like!
- Teach a five-minute lesson to a partner
- Evaluate ten aspects of your instructional style
- Learn how to build retention
- Identify three styles of learning
- Use twenty adult learning concepts to enhance learning
- Increase learner retention by using five steps of adult learning
- Ask key questions to process learning through five adult learning steps
Adult learning concepts are distilled from a 60-minute simulation in which participants teach a partner a five-minute lesson Each learner gets feedback on his natural teaching style and is measured against ten aspects of his teaching style. Through a debriefing discussion, participants identify what helps adults learn and remember and how to identify training that honors adult learning. Special emphasis is given on what to look for when learning experiences are processed.
Unit 6: How to Develop and Maintain Training Resources
- Learn how to establish a corporate library and resource center
- Review criteria for buying external resources
- Discuss how to recruit subject matter experts as trainers
- Coach and develop subject matter experts as trainers
- Determine if packaged training right for you
- Analyze how to hire a consultant
- Share ”brown bag" seminar success stories
- Examine how to get the most from inexpensive resources
Tools and techniques for building training resources are covered through checklists, case studies, exercises and interactive discussion. Participants apply these techniques to their own situation.
Unit 7: Training Enrollment, Record Keeping and Follow-Up
- How to market your training programs effectively
- Review participant registration and confirmation systems
- Learn how to make record keeping easy: the bare essentials
- Monitor tuition reimbursement programs
- Summarize participant evaluations
Participants explore essential tactics for marketing training through small group exercises, checklists, and interactive discussion. Registration systems and approaches are reviewed through examples and checklists. Participants identify key criteria in large group activities and then apply the criteria to their own situations.
Unit 8: Training Schedules and Facilities Arrangements
- Determine the best time to schedule training
- Develop practical class schedules
- Select the site: in-house or renting outside facilities
- Determine what type of room set-up is required
- Communicate expectations to hotels/meeting facilities
- Learn how to trouble-shoot facility problems
- Apply tips on ordering supplies, audio-visual equipment and refreshments
- Examine a meeting planner's survival kit
A case study helps participants identify key issues around scheduling. Checklists to make booking meeting space, facilities management, room set up and materials management easier are reviewed and customized.
Each participant who wants to earn "Coordinating Training Certification” is required to complete a project
during the three-day workshop.
This workshop qualifies for 1.8 of continuing education units.