How, When, and Why to Train Properly

How, When, and Why to Train ProperlyErin KopalConnor Shane

Student Learning OutcomesTo be able to successfully use training models and techniques in order to reduce the number of reoccurring training related mistakes in the workplace.To be able to recognize an individual employees progress and developmental level in order to know when and how to act as a mentor, a coworker, give advice, or ask questions.At the conclusion of this presentation, we expect you all you be able to understand the importance of training a group of new staff members in order to continually promote a successful business strategy.

How this is going to workWhat are the most used relevant training methods and techniques and how to use them to grow your business from within.When to use the aforementioned training techniques keeping in mind the individual progress and developmental level.WhyRecap on what we learned

Dufour methodTo create a professional learning community, focus on learning rather than teaching, work collaboratively and hold yourself accountable for results. Richard DuFourProfessional Learning Communities (PLCs)Idea #1: Ensure That Students LearnIdea #2: CollaborationIdea #3: Focusing on Results

http://www.ascd.org/publications/educational-leadership/may04/vol61/num08/What-Is-a-Professional-Learning-Community.aspx

PLC: Any professional environment where an individual is focused on learning

1) What do we want each student to learn? How will we know when they have learned it? How will we respond when the student experiences a difficulty in learning?Being aware of the incongruity between teacher and student

2) Making sure the teachers are on the same page

3) Instead of focusing on the teachers effectiveness, focus on how to meet the needs of students

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Flippen MethodsThe Flippen GroupThe Flippen 360 Profile Based on a complex psychometric instrument that is able to pinpoint behavioral characteristics and predict future behavior and performance Reliability analyses were completed that demonstrated internal consistency through Cronbachs alpha along with test-retest correlations.Cronbachs alpha is a coefficient of reliability

N= # of itemsc-bar= average inter-item covariance among the items v-bar= average variance

Flippen Group: Experts in leadership that provide coaching and build leadership teams to organizations around the world.

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Flippen methodsThe EXCEL Teaching Model E EngageX ExploreC CommunicateE Empower L Launch

EXCEL Model: Focus on the process to build meaningful relationships with students

Engage Draw the student into a relationship that will progressively grow; preparing students to be involved with the teacher throughout the learning processExplore Listening, attending, conveying empathy, probing, and asking open-ended questions to see where they are personally, academically, and emotionallyCommunicate Discussing the needs discovered in the previous step Empower Building an atmosphere of trust where the student practices and applies what they have learned; comfortable failing; positive interaction; encouragement and supportLaunch Recapping what the students have learned, how it is relevant and useful for them, and how they will apply it

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Situational Leadership Blanchard Training and Development, Inc. has been using Situational Leadership for 47 years.What is it?

Directing Leader (using a lot of direction and explanation) to a D1 Individual (with low competence) *begin the EXCEL model*Coaching Leader (using a lot of direction but also a lot of support for ideas) to a D2 Individual (with some competence but also a low commitment, at risk of losing motivation) *specifically focus on Flippen 360*Supporting Leader (using less direction in order to promote individuals growth but high support for ideas in case of failure. We discuss but they make the decision and you support them in case of failure) to a D3 individual (with high competence and a desire to grow)Delegating Leader (giving projects to the individual and stepping out of the picture almost entirely. Very little to no direction and little support) to a D4 individual (with very high competence and very high commitment. Trusted as someone who understands the mission and vision of the business and caters work accordingly)7

Dichotomy vs DyadVS

Situational leadership is not something you do to people but something you do with people (84) Blanchard, Ken and Marc Muchnick. The Leadership Pill: The Missing Ingredient in Motivating People Today. HarperCollins, 2003. Print

Dichotomy: a division or contrast between two things that are or are represented as being opposed or entirely differentDyad: something that consists of two elements or parts with emphasis on the similarities.

Why is it important to focus on the similarities rather than the differences when training?In a situation when an employee is being introduced into a culture, focusing on differences can lead to a disconnect between employee and the cultural environment they work in.According to Ken Blanchard, using situational leadership is a style of leadership closely related to servant leadership in that the leader actively participates with the followers, and does what he/she asks of them. It is less of a style of leadership than it is a form of teamwork. 8

WhyAvoiding fundamental mistakes that dont require personal experience to learn and retain.Examples?No one learns as much about a subject as one who is forced to teach it.Peter F. DruckerThe mission and the vision of the business are the boat. Are you on that boat? How do you help get everybody onboard so nobody is struggling to keep their heads above water?

RecapDuFourModifying Flippen 360 for workplace trainingEXCELSituational Leaders and differing developing employeesDichotomy and Dyad. Focusing on similarities and togethernessWhy you paid attention for so longSLOs