Pinpoint – and meet training needs

• Spot training issues early – before deficiencies reach crisis level.
• Simplify and clarify goals and strategize to meet them.
• Use feedback, surveys, and performance reports to spot training needs.
• Sell your ideas and win support of management and employees.
• Find alternatives when formal training isn’t possible.
• Take a realistic look at what training will – and won’t – accomplish.

Plan and develop powerful programs and materials

• Use a variety of resources – internal, written, technical – to upgrade programs.
• Develop better materials to reinforce learning after the training.
• Design visual aids that make a difference.
• Solicit help from co-workers to increase enthusiasm and support.
• Create the appropriate learning environment for your topic and purpose.
• Decide when to use pre-prepared training materials and when to avoid them.

Make them want to learn – and apply new skills

• Understand the adult learning process.
• Avoid the most common barriers to adult learning.
• Become more interesting, more dynamic, and more effective as a trainer.
• Upgrade your presentation skills to keep their attention.
• Manage the question and answer session with finesse.
• Improve learning by personalizing the program and increasing audience participation.
• Discover ways to ensure new material is understood.
• Effectively deal with potential trouble-makers: know-it-alls, chit-chatters, resistors.

Evaluate training effectiveness

• Learn creative ways to measure training results.
• Identify training return on investment – or the lack thereof.
• Find cost-effective ideas for quality training.
• Facilitate a debriefing to clarify training success.
• Avoid the miracle-worker syndrome by managing expectations up front.