Training Manager Certification

MANAGE THE TRAINING FUNCTION
 TO ENSURE TRANSFER OF LEARNING

                    (a five-day certification program)

With the right practices, any training program can accelerate performance while delivering economic benefits...and as a focused and practical manager of a training function, you can lead the charge within your own organization. In this certificate, focus in-depth on effective methods to manage the entire scope of your organization's training effort. You will examine practical ways, sound techniques, and proven ideas to manage your organization's training and yield tangible, bottom-line results.

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 five days of training, you will be able to:

  1. Consider possible vision, mission and function priorities statements.
  2. Determine how to use department systems audit tools to benchmark your function.
  3. Describe and use 8 steps in the consulting process.
  4. Practice ways to anticipate the changing training needs in your organization.
  5. Identify when to use 9 types of assessment tools to determine training needs.
  6. Practice how to gain management's commitment to performance improvement.
  7. Use a nine-part plan to build alliances and work successfully with line managers and employees.
  8. Contract for results, not just training activities.
  9. Define essential elements of a performance improvement plan.
  10. Identify techniques to market your training function.
  11. Keep up to date with new training trends.
  12. Evaluate how you supervise and develop a training staff using a 100-competency tool.
  13. Use a budget framework to track training expenses.
  14. Complete a cost-benefit analysis to demonstrate training's effectiveness.
  15. Craft an action plan to get results.
  16. Apply 4 key tactics to prepare learners for training.
  17. Identify techniques to use a nine-part transfer of learning strategy to transfer learning in the organization.
  18. Create a 10-part classroom instructor skill development plan to increase the transfer of learning.
  19. Use post training performance analysis as a tool to identify what hinders the transfer of learning.
  20. Determine specific techniques to involve managers in transferring learning.
  21. Describe how a learner's active role during training influences transferring learning.
  22. Apply a tool to measure the transfer of learning.
  23. Practice "discovery" learning techniques to build retention
  24. Use adult learning techniques effectively
  25. Apply five adult learning techniques to process activities for maximum learning
  26. Facilitate simulation, exercises, inventories, tests, games and puzzles effectively
  27. Assess trainer skills against 100 benchmarks


WORKSHOP CONTENT

Unit 1: Overview

Course Methods:

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: Manage a Training Function

Course Methods:

Trends and their impact on training are reviewed in an interactive activity. Participants then identify the roles they play and those needed in their organization with the help of an inventory and write the mission and priorities for their training function. The Department Systems Audit tool is introduced and participants complete selected sections for their departments and begin their action plan based on the results.

Unit 3: Internal Consulting Skills

Course Methods:

A consulting approach is offered as a way to maintain a healthy life cycle for a training department. Participants compare traditional training and performance consulting approaches and identify what approach they currently take. 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.

Through analysis and discussion of a case study, participants learn the criteria for identifying a true client. The eight-step consulting process is reviewed in a participative lecture. Participants begin to apply the process to a case study. Participants identify their role as trainer, consultant or change agent individually in a comparison activity.

Unit 4: Diagnosing Problems

Course Methods:

Following an interactive discussion around assessment issues, participants examine eight training department audit tools, including three specific training design tools, and describe the Training Manager's role with each tool through case studies, application activities, individual and group analysis.

 

Unit 5: Developing a Plan

Course Methods:

Participants explore the differences between a performance improvement plan and a training proposal through interactive discussion, identification of key criteria and examination of examples. They apply additional information to an earlier case study scenario to suggest additions to a Performance Improvement Plan. A tool to help managers compare methods of delivery follows a checklist to assess proposals. Criteria is given and discussed to help discern whether to use existing materials or create new ones.

Unit 6: Build a Partnership With Management and Learners

Course Methods:

Following an inventory to identify their use of influencing styles, participants consider which style is appropriate in given scenario situations. Steps and skills for increasing influence with key managers are reviewed and practiced in exercises and case studies. The Training Managers' role in marketing training is explored. Essential tactics for developing partnerships with both managers and learners as a means of marketing are reviewed with examples, tips, tools and templates as support.  

Unit 7: Transfer Of Learning

Course Methods:

After transfer of learning is defined, participants identify common barriers in a small group activity. Research is shared about who has the most influence on the impact of training. Four tactics to transfer learning are explored through examples, inventories and case studies. Managing employees resistance to change as a barrier to learning transfer is introduced followed by tools to manage the resistance. An example of a process for level 3 evaluation is reviewed as a summary case study using the diagnostic assessment tools from unit 3. Samples of action plans are reviewed and participants develop a plan for their own use.

Unit 8: Managing the Budget

Course Methods:

Examples and templates for training cost frameworks, cost-benefit analysis and cost-efficiency analysis are explored and a brief activity to identify hard-number indicators of performance completed. Participants then complete their own example.

Unit 9: Know What Good Training Looks Like!

Course Methods:

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.

Unit 10: Process Learning Activities for Full Impact

Course Methods:

A newly created, exclusive Training Clinic styles inventory of 12 situations helps participants match their preferred style to an adult learning model. An action plan is started to identify how to avoid the overuse of a preferred style and increase the under use of a least preferred style. The inventory encourages style balance. The remainder of the workshop helps the participants build skills to achieve that balance.

An inventory on group process skills is followed by a large group problem solving discussion. The instructor gives participants feedback on the balance of task and maintenance skills used during the discussion and how skills are used in a facilitated session. Ten facilitation skills are explored through a participative lecture and a small group application activity.

Unit 11: Creative Up-to-date Training Techniques

Course Methods:

Five quick activities and games are introduced by having the participants experience them. During a debrief discussion, participants identify the appropriate use and effective processing of each technique as an alternative to lecture. Three types of brainstorming activities are conducted. Participants analyze the processing of each idea generation activity and define essential characteristics. A simulation, inventory and case studies are all experienced by the participants as an alternative to lecture and the debrief discussion identifies the appropriate use of these techniques.

Unit 12: Implementing a Consulting Approach

Course Methods:

Strategies and tactics for implementing a consulting approach are shared and expanded upon by participants. The consulting project requirements are reviewed and logistics confirmed for finalizing the certificate requirements.

Unit 13: Resources – Training Manager's Tool Kit

Course Methods:

This information is included for reference. If appropriate, the instructor can refer to these materials to supplement learning during class time, or as a stand along reference.

Resources – The Trainer's Creative Tool Kit

Course Methods:

This information is included for reference. If appropriate, the instructor can refer to these materials to supplement learning during class time, or as a stand along reference.

 
Bonus 

Training Manager's Tool Kit contains a Training Department Benchmarking Tool, 100-point Classroom Instructor Skills Inventory, and a Performance Improvement Plan Template.

 

                     MANAGE THE TRAINING FUNCTION
                          CERTIFICATION PROJECT 

Each participant who wants to earn "Manage the Training Function Certification” is required to complete a project during the five-day workshop.

CEUs:

This workshop qualifies for 3.0 of continuing education units.

                    Methods table

no-risk, no-obligation proposal button Content from this workshop can be combined with content from other workshops by The Training Clinic, for no additional cost to you, to create a "custom" workshop or certificate program to meet your specific needs.

For a no-risk, no-obligation proposal, click on a button to the left or right. Maria Chilcote, a Managing Partner, will be in contact with you shortly.		 no-risk, no-obligation proposal button

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