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27 Feb 2014

Make Sure Your Next Training Program covers these 5 Key Elements

With the PIC Grant, companies can claim up to $10,000 a year on internal training, i.e. their own people conducting training for their own people.  A good example would be HR Department doing Induction for new staff.  Other than that, it has become something as common as buying stationery when companies send their staff for external training.  This is because under the PIC Bonus scheme, companies get 160% of what they spend on training.  Before you sign up for your next public course, or get the trainer to come to your premise to conduct an in-house training, make sure that your next training program has the following 5 key attributes:
  1. Mix New School with Old School.  If what the trainer is doing is to replay old school principles, there won't be much value in today's context as the world is changing rapidly.  A phrase we often use in our training in describing what needs to be today in 2014 is a "time tested tactics blended with time relevant concepts".
  2. Situational Training. Trainers need to adapt the training material to suit the situation that the trainees are in.  For example, we often change our slides to suit the attendees.  In one program called Magnetic Selling, we create taglines for selected trainees on the spot. In another program Selling Ice to the Eskimos, we go through the 5 steps and create on-the-spot the USP (Unique Selling Proposition) for the trainee's business.
  3. Ensure that the Trainees Learn Something About Themselves.  If you want trainees to stay engaged and come back for more, your training program must incorporate segments that allow them to learn more about themselves.  For example, in our How to Be a Better Manager program, our trainees do a VAKOG Analysis to know their VAK type.  Studies show that the more people learn about themselves, they more they will be willing to take action to implement the ideas taught.
  4. Focus on the Real World that is Happening Right Now.  You could include role plays, discuss current events or simply let your trainees share their current work challenges.  A good trainer always brings the trainees back to the training content and see how the content can be applied immediately.  For us, we incorporate a '30-Day Action Plan' in the course and make every trainee write this plan or they shall have to repeat the program!
  5. Have Measurable Outcomes.  Whether you are training rookies or veterans that need a boost, the training needs to have a measurable outcome that both the trainees and their company will benefit from it.  It can be outcome based (like get 5 new prospects) to activity based (like give validation to your colleagues).  If there are no measurables, the worth of the training will be subdued. 
In short, whether you are training middle level managers, senior level executives, working level staff, salespeople or professional engineers, you need to make sure that your training program possess the above 5 key attributes.  As with all things in life, you need to get the basics right before you can reap tangible rewardss.  Companies must take training seriously because a good training program will produce profits many times over the training investment.

By Andy Ng, Chief Trainer Coach with Asia Trainers, details of courses are at here.  Related articles:

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  3. How PIC can benefit employees directly
  4. Bosses are the problems, and here are the solutions
  5. How just merely participating will make you successful
  6. Doubling your Success Rate for Your Goals
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