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WHO SHOULD ATTEND:
If you are the head of a training department or unit, a one-person "training department," or your career path is pointing in that direction, these active learning days are for you. Training managers, coordinators, internal consultants, performance consultants, course designers and instructors will benefit from this involving learning experience.
WHAT YOU'LL LEARN:
 | Develop a vision, mission and function priorities statement
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| Identify how to use department systems audit tools
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| Identify and use 8 steps in the consulting process
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| Identify when to use 9 types of assessment tools to determine training
needs
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| Practice how to gain management's commitment to performance improvement
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| Use a nine-part plan to build alliances and work successfully with line managers and employees
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| Learn how to contract for results, not just training activities
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| Identify essential elements of a performance improvement plan
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| Identify techniques to market your training function
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| Keep up to date with new training trends
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| Evaluate how to supervise and develop a training staff using a 100-competency
tool
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| Use a budget framework to track training expenses
| Complete a cost-benefit analysis to demonstrate training's
effectiveness
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| Practice ways to anticipate the changing trends in your organization
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WORKSHOP CONTENT:
Unit 1: MANAGE A TRAINING FUNCTION
| What are the vision, mission and function priorities
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| Key training and development roles
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| A staff of one: keeping your sanity
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| Staying up to date, trends in training
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| Conduct a training department systems audit
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| Manage and develop the training staff
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Unit 2: INTERNAL CONSULTING SKILLS
| Use a continuum of consulting roles
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| Analyze your role in the organization
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| Identify who are your clients
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| Trainer vs. consultant vs. change agent
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| Gain management's commitment to your function
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| Where are you in the life cycle of a training department?
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| Use an 8-step consulting process
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Unit 3: DIAGNOSING PROBLEMS AND DEVELOPING A PLAN
| When to use 9 Training Department audit tools
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| Is training the answer?
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| Make vague training needs specific
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| Sort out training needs vs. wants
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| Developing a ten-part performance improvement plan
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| Reviewing training proposals
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| How to trouble shoot training problems
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| Use a tool to compare training delivery methods
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Unit 4: BUILD A PARTNERSHIP WITH MANAGEMENT AND LEARNERS
| Check your influencing style
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| Build credibility with line managers
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| Be more responsive to the organization
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| How to develop three-way partnerships
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| Steps to increase leverage with others
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| Develop strategies to market your programs effectively
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Unit 5: MANAGING THE BUDGET
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