Training. » Creating an environment for learning and subsequently a culture of education begins...
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Transcript of Training. » Creating an environment for learning and subsequently a culture of education begins...
»Creating an environment for learning and subsequently a culture of education begins with you as leaders and managers within your organization.
» What? ˃What is a culture of learning, what does it
look and feel like?» Why? ˃Why is this important, how will it affect
my business» How?˃How can this be implemented˃What tools and resources are available
» What
˃A business environment where learning is intentionally approached, encouraged and rewarded. Skill training and talent management must be viewed as investment, not as an obligation.
» Why» “In today’s economy, if your business isn’t
learning, then you are going to fall behind.”» We are in the people business- we offer 2
things˃Talent˃Expertise
» Knowledge is a sound investment!
» Why» Knowledge is a sound investment
˃ Improve Performance+ Diversity in product knowledge increases top line revenue+ Improved productivity
– Increased output– Decreased errors
˃ Attract and retain talent+ Quality employees want to work where they are cultivated+ Hiring and firing/replacing is expensive
˃ Nurture Innovation+ Creativity & intellectual growth drive employees+ Stay ahead of competition
˃ Better serve Customers+ Meet their needs more broadly or thoroughly
» Why˃ Financial Impact
+ People and Bottom Line Study– 2 yr period– 3000 employers
> Proved comprehensive approaches to people management perform better than those that don’t.
> 10% investment in ‘people management’= $2,568 increase in gross profits per employee!
> 14% reduction in turnover> 10% increase in productivity
» How
˃Conduct a needs analysis˃Gain buy in˃Re-evaluate learning models˃Communicate expectations˃Track and Measure Results˃Reward
» How˃ Needs analysis
+ Really an outcome analysis- what results do you desire+ Identify strengths and weaknesses+ Focus on processes rather than products, even people+ Focus on business objectives
What’s going to change in my business or in the behavior or performance of my employees as a result of this training, and
how is it going to help my company?
» How˃ Gain buy in
+ Self- Some times the hardest sell is yourself!+ Management– Across the board, all leaders should be invested
and involved+ Staff- They will be the recipient–Must ‘see’ the visions and understand the
intended results–Will play an active role, both delivery and
receiving info– Enforce when necessary
» How˃ Re-evaluate learning models
+ Lecture style learning is so yesterday!+ 70% of what you know, you learned informally
(arguably more!)–More is ‘caught than taught’» This goes for both good and bad behaviors
+ Create scenarios that foster ‘teachable’ situations+ Interactive models+ Leverage technology
» How˃ Communicate expectations
+ Product of the needs analysis+ Expectations and intended results should be
clear and concise–By learning ‘x’ I believe ‘y’ will occur
+ Communicate schedule(s)
» How˃Track and Measure
+What gets measured, gets done+Participation isn’t enough, evaluate
results–Repeat until results are achieved
» How˃ Reward
+ Build compensation plans, bonuses and ‘gifts’ based on–Business needs»Utilization of learned skills
+ Coach to results when needed+ Reassign when necessary
» Execute in your business˃Assume they retained nothing!
+They will be rusty!+Correct ‘bad habits’+Fundamentals are crucial!
» Execute in your business˃ Perform your needs analysis
+ Basic Install Training– 5 Core Design Elements
+ Sales Process– Delivery– Paper flow procedures
+ Shop/Truck & Job Site Organization+ Advanced/New Product
– Commercial– Animation– RGB– Greenery Upgrade
+ Management Cultivation
»Execute in your business˃ Establish a schedule
+ Calendar these sessions+ Timing is important+ Sip of water more effective than a firehose!
˃ Communicate expectations and desired results
˃ Assign Responsibilities+ Who will assist the training–Admin support–Content delivery
» Execute in your business˃ Planning
+ Select a location–Does not have to be a “class room”
environment+ Sample House– Install does not have to be start to finish»Elemental- Break up by design element»Work in stations
> 1-2 per design element
» Execute in your business˃ Resource allocation
–Materials–Printed aids–Computer/ display–Outside guests
˃ Time Allocation+ Balance with business needs+ “On the job”
» Execute in your business˃ Deliver Content
+ # 1 attribute of a great trainer is confidence in skill.
+ Make presentation notes+ Anecdotes+ Rely on others where you are weak
» Resources˃ Corporate Training Events
+ Conference+ Regionals+ Quick Start Trainings+ Webinars
˃ Resource Materials
» Resources˃ Corporate Training Events
+ Quick Start Trainings–Foundational knowledge that every franchise
should participate in.–Hosted @ CDI’s Training Facility»Aug 18-22»Sept 8-12»Sept 29- Oct 3»Oct 20-24
» Resources˃ Corporate Training Events
+ Webinars–Approaching 100 total»Marketing» Sales»Product» Install»Management» LightRight
> All sessions recorded and posted for re-broadcast
» Resources˃ Resource Materials
+ Online QST–40+ hours of content»Classroom»Field »Shop, field and warehouse organization»Take down, storage and removal» LightRight
All available on The Intranet
» Resources+ PowerPoint Presentations & Handouts–Any formal presentation is yours for the
taking–60+ hours of material–Can be customized to suit your
needs/market–Training documentation forms–Hand outs–Quizzes
All available on The Intranet
» Best Practices1. Invest in your most valuable resource, you staff2. Gain organizational buy-in3. Conduct a needs analysis4. Communicate expectations and desired results5. Use resources at your disposal, they are many !
» Greg ShultsDirector of Field [email protected]