Increasing producivity & achievement

Trainers adding value to the business
Hi Liz
For me this depends if you are an external or internal trainer. It also depends on the scope of the “trainer” – are we talking “training deliverer” of “OD change agent”?

An an Internal trainer – its about supporting the line management to achieve their goals and not having an agenda of our own. While we may want an achievement culture, if our line managers are not asking for it we cannot achieve it without their active support, coaching and role moddelling on a day to day basis.

As an External trainer our objectives are as agreed by our ‘contract’ and the objectives of the programme.

IF this is a desired goal by the line managers then as a trainer (internal or external) during our courses we can ‘live the model’ i.e. “walk the talk” with our participants.

As an OD (Organisational Development) Change Agent or practioner there are a number of things we can do. Modeling behaviours during learning events is just one. Its about helping the organisation to make appropriate steps in all the activities it does, from appraisal/ review systems to the customer interface.

If you are looking at this as an OD challenge then I would look for organisational Development diagnostic tools that can help, rather than a collection of activities. A holistic look at the organisation as to where it is now can help identify the gap to the desired end result.

Mike

2 Responses

mike morrison says:

September 25, 2006 at 6:51 am

Trainers adding value to the business
Hi Liz
For me this depends if you are an external or internal trainer. It also depends on the scope of the “trainer” – are we talking “training deliverer” of “OD change agent”?

An an Internal trainer – its about supporting the line management to achieve their goals and not having an agenda of our own. While we may want an achievement culture, if our line managers are not asking for it we cannot achieve it without their active support, coaching and role moddelling on a day to day basis.

As an External trainer our objectives are as agreed by our ‘contract’ and the objectives of the programme.

IF this is a desired goal by the line managers then as a trainer (internal or external) during our courses we can ‘live the model’ i.e. “walk the talk” with our participants.

As an OD (Organisational Development) Change Agent or practioner there are a number of things we can do. Modeling behaviours during learning events is just one. Its about helping the organisation to make appropriate steps in all the activities it does, from appraisal/ review systems to the customer interface.

If you are looking at this as an OD challenge then I would look for organisational Development diagnostic tools that can help, rather than a collection of activities. A holistic look at the organisation as to where it is now can help identify the gap to the desired end result.

Mike
User deleted says:

October 2, 2006 at 7:42 am

Business Focus
Trainers add value just like any other employee or supplier for that matter. It’s about reducing costs, managing risk, increasing performance (productivity is just one measure of performance) and increasing competitive advantage.

Any training needs to contribute to the above, either directly, or more usually indirectly by supporting other activities through ensuring employees are able to operate as required in terms of skills, attitudes, knowledge etc.

I recently had an article serialized in Training Journal magazine about some practical steps to evaluation success, part of which involves practical steps to linking training to the business results. I’d be happy to email a copy of my original draft – just email me!

Best wishes,

Martin