July/August 2008
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Installing Training For Maximum Impact Things don't work if they aren't installed properly. A poorly installed HVAC system in an office building can make its inhabitants sick. An enterprise-wide software solution installed poorly can actually erode the productivity of the people who use it. The same is true with training. Without careful attention to crucial activities that need to be accomplished before, during, and after a workshop, the training is unlikely to meet its goals or reach its potential. |
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At Ridge, we believe effective installation is a collaborative activity between the training function, the participants, and their managers. This article focuses on effective installation activities that take place before, during, and after a training program so that the full value of the training is realized. |
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| "Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction and skillful execution. It represents the wise choice of many alternatives." – William A. Foster |
The Radar Screen
Here are some topics that might be on your radar screen. Click on the topic title to go to the link.
Adding Too Much Value?
According to Marshall Goldsmith, managers who try to add to an employee’s idea might actually undermine commitment and diminish the impact of the solution.
The Problem of the Boss Who's "Too Nice"
Managers who are slow to give corrective feedback make matters worse for themselves, the problem employees, and their teams.
To Change Habits, Spend Some Time in the Stretch Zone
Instead of trying to change "bad" behaviors, a recent New York Times article suggests that you replace them.
The Top Three: Core Trainer Qualities That Help People Learn 1) Empathy: Trainers must be sensitive and empathetic to how participants feel about what is happening in the learning situation. Good trainers tailor presentations and activities to the participants’ frame of reference by listening to participants’ questions, comments, and resistance. 2) Genuineness: To really have an impact on a participant’s learning, a trainer must be willing to relate to the participant as a real person. This means avoiding the roles of teacher, expert or defender-of-the-teachings. 3) Respect: Trainers model respect by developing a relationship with each participant. Trainers foster this respectful relationship and help students learn on a deeper level by actively tapping into group and individual wisdom, and by reacting non-defensively to criticism of the course or trainers. |
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Course Spotlight
People Skills for Influence and Accountability People in non-management positions still need to get things done through other people, yet they often don’t have the position or power to do so. People Skills for Influence and Accountability gives participants a set of core skills to:
Click here for the course spotlight, or here for more information about other Ridge courses. |
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