Back-to-school time can seem like a second beginning of the year. New environments. New opportunities. New things to learn. As students are getting excited about fresh school supplies and falling into school and activity routines, adults can take advantage of this season to be re-energized and more sharply focused on their organization’s learning needs.
This edition of Learning Insights features several articles that add depth to your L&D departments. Our first article provides an interview that one of our Texas relationship managers conducted with an expert on generational instructional design strategies. Another article offers insights on how integrated the talent management and the L&D functions are or should be. And our relationship manager from our New Jersey market writes on the importance of embedding coaching for the most effective training outcomes.
We have also highlighted important events coming up this fall along with links to Learning Insights Radio shows. The featured topic for these shows centers on measuring learning success – because what gets measured gets done!
Generational ID Strategies
In June 2014, Jane Ryan, a TrainingPros Relationship Manager serving the Dallas-Ft. Worth markets, sat down with Glen B. Earl, PhD., Organizational Development Specialist in the Office of Talent Management, Parkland Hospital and Healthcare System, Dallas, Texas. Dr. Earl is also the co-author of Exiting Oz: How the New Generation Workforce is Changing the Face of Business Forever & What Organizations Must Do to Survive Thrive.
Dr. Earl responded to several questions that Ms. Ryan posed as they discussed how to flex instructional design to the various needs of generational learners. One of the biggest issues impeding effective learning and development professionals and organizations is the ability to engage a multigenerational workforce (Boomers to Millennials and in between) and achieve desired and necessary developmental learning outcomes. This article will focus on instructional design strategies to build a blended approach to learning that will address the unique needs of a multigenerational workforce.
TrainingPros often calls on local thought leaders who are clients or industry luminaries to weigh in on L&D trends, strategies, and best practices. Sometimes we look inward to our current or former team members to weigh in on these important topics. Jim Deeds is one of those team members.
Jim Deeds is a former TrainingPros relationship manager and the owner/operator of Deeds Consulting, LLC. Jim is a human resource development professional with broad experience in supporting key business strategies by deploying an array of organizational, talent, and learning development initiatives and processes.
We recently sat down with Jim to discuss the intersection and importance of talent management and L&D.
Mark your calendars for these L&D events taking place during fall 2014:
In our Learning Insights Radio show, TrainingPros and Business RadioX team up to broadcast interviews with top L&D leaders. If you would like to learn more about measuring learning success, we invite you to listen to these recorded shows:
Jim Kirkpatrick – Kirkpatrick Partners, Jack Phillips, Ph.D – ROI Institute, and Melanie Hudson – EBS Healthcare
Embedded Coaching Yields Best Training Results
Having been in the Leadership Development field for the past twenty five years, I have seen and experienced a common recurring practice. This practice is embedding coaching with live face-to-face and/or virtual training workshops. Many of my clients are making more of an investment in coaching, not only for those at senior levels, but for first line leaders as well. Many are also making investments in various train-the-trainer-approaches than in previous years. I am also noticing there are several ways in which this can be done.
One way is to embed coaching prior to the learning event (either face-to-face or virtual). This is typically the most common approach. Another is to offer post-workshop coaching. Others embed coaching similar to the bread in a club sandwich - coaching, training, coaching, training, and coaching. Coaching can be one-on-one or in small group coaching sessions. It can be structured or less structured. One client uses coaches ‘on the floor’ and has the coach follow the leader around in the store providing real time feedback. Talk about on-the-job training! Regardless of the structure or format, it’s best to have the coaching reinforce the key learning objectives and intent to enforce sustainable change.
Refer A Colleague
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Put your colleagues in touch with your Relationship Manager and let your associates know about how TrainingPros solved a problem, created an opportunity, and exceeded your expectations. Thanks for spreading the news!
TrainingPros, founded in 1997, works closely with learning departments of large organizations to identify, attract, and support leading contract specialists for focused training and development engagements.