This new three day in-person in-house programme launches the process of transforming your sterling Trainers into Learning, Development and Performance Consultants – a new professional asset to the business, at no extra payroll cost.
Outcomes – the programme will
Build your trainers’ confidence, professional brand, leadership, investigative, coaching, persuading and influencing, analysis, evaluation and consultancy skillset.
Deliver them back to the business with a new learning, development and performance consultant’s mindset and approach.
Audience
Your sterling Trainers ready to step up to the next level.
It’s expected that they have a working knowledge of the ADDIE training cycle –
they can already plan, prepare, deliver and facilitate in-person and online training, and have some experience of evaluation.
Style
A highly immersive, interactive and practical in-person in-house three day event held at your venue. The programme has a 70:20:10 approach, and is PowerPoint-light and Elearning-free. The programme includes exercises, discussion and presentation opportunities throughout.
Aim
To elevate your Trainers into professional Learning, Development and Performance Consultants.
Objectives
By the end of the programme, your learners will be able to discuss and demonstrate skills and techniques for:
Developing their personal and professional learning, development and performance consultant brand
Stakeholder engagement, consultative conversations and needs analysis in the planning stage
Engaging, briefing and upskilling line managers in the learning transfer to behaviour change stage
Engaging and involving leaders and managers in evaluating post-training performance results and return on investment
Programme overview
Pre programme preparation
Module 1: Personal and professional brand building
Module 2: Learning needs analysis and stakeholder engagement
Module 3: Engaging leaders and managers
Module 4: Practical training session delivery
Module 5: Managing and carrying out successful higher level evaluations
Programme
Pre programme preparation
All learners are asked to prepare:
Their elevator pitch – their answer to the question ‘who are you, what do you do and what do you bring to the business?’ ready to deliver and discuss it on day 1.
And a twenty minute training session on a subject of their choice, ready to deliver and discuss it on day 3.
Module 1: Personal and professional brand building
Developing the presence and confidence your Trainers need to step up as a professional part of the business.
Content
Elevator pitch exercise | Nerves and confidence | Visual impact | Vocal impact | Building charisma
Becoming business-savvy | Understanding the mission, vision and values | The problems and the goals
Leadership | Change management | Difficult conversations | Persuading and influencing
Outcomes Now they have begun to elevate their personal and professional brand, they will start to feel and appear more confident stepping up, stepping in and leading these higher level conversations with impact
Module 2: Learning needs analysis and stakeholder engagement
Clarifying the learning needs analysis process with depth and purpose, helping the business to find a clear idea of what it truly needs, and to discover the best solutions
Content
ADDIE – a refresher overview
Creating a safe, confidential space | Key stakeholder engagement – the four boxes |
Issues and blocks, attitudes to training
Learning needs analysis | Business needs, goals, desires, aspirations, problems, worries and pain – what’s keeping them up at night
The PEACE investigative interviewing method | Q&A | Probing and challenging |
Active listening and observation skills | Obtaining conclusions
Design | Aim | Outcomes and objectives | Bloom’s Taxonomy
Outcomes Now both they and the business have a clear sense of the drivers, problems and concerns and the business goals for the training, and they have the green light to proceed with courseware development.
Module 3: Engaging leaders and managers
When learners return to the workplace, desired behaviour change happens only if learning transfer happens – because managers and leaders are briefed, prepared, and skilled ready to support it.
Content
Managing managers’ expectations | Briefing managers with Why the training has been commissioned | Conveying aim, objectives and content of training
What is expected from the learners | The expected new standards, objectives, KPIs, knowledge, mindsets, behaviour, performance outcomes and results
How the managers will support their learners to change | Regular one to ones | Learners’ need for robust, assertive, consistent and supportive attention, course correcting and praise
Offering management skills development | Feedback, coaching, change management, mentoring, role modelling, appraisal and quality assurance skills
Outcomes Now they have engaged and informed the managers, positioning the L&D function as there to support and upskill the managers too, enabling training to stick and cause that permanent change in behaviour.
Module 4: Practical training session delivery
All learners will deliver their pre prepared training session to the group, followed by reflection, peer group and tutor feedback with guidance for continuing professional development.
Module 5: Managing and carrying out successful higher level evaluations
Leading the Trainers and the business to understand the importance of evaluation, and take the process beyond level one Reaction and level two Learning.
Evaluation models – an overview | Kirkpatrick | LTEM
How to pursue evaluation all the way up | L3 Behaviour change | L4 Results | Return on Investment.
How to engage leaders, managers and learners in the process from the start
Outcomes: Now they have a clear grasp of the higher levels of evaluation and its direct impact on the business, and the role of the learning and development consultant / trainer and the training team as a whole within the business.
Post-programme
Continuing personal and professional development activities
For more details, discussion and bookings
