TRAINING PROFESSIONAL DEVELOPMENT PROGRAM
Improve performance by developing an internal training expert.
For those that create, coordinate and deliver workplace training.
This is the perfect time to enable their success as they begin the journey of using training systems to drive the desired business results.
This is the perfect time to take what they have learned to date and support them as they evolve your training systems to achieve the desired business results.
This is the perfect time to identify and develop future learning professionals while enabling them to improve the quality of training on their existing teams.
Delivered over the course of 3-6 months virtually.
All learning efforts are based off of an Improvement Project Charter that your Training Professional identifies before starting the program.
PHASE 1 FOCUS AREAS
We will focus on several foundational concepts that enable learning design and course facilitation.
This includes a review of the ADDIE model for instructional systems design, learning retention methods, and the three types of learning.
As a result of this training, participants will be able to:
• Explain the phases of the ADDIE model and apply the ADDIE model to their learning project development
• Provide examples of how to increase learning retention in their training offerings
• Describe the characteristics of the knowledge, skills, and attitude types of learning
• Correctly identify competencies as knowledge, skills, or attitudes
We will focus on identifying strong learning objectives and writing strong learning objectives.
As a result of this training, participants will be able to:
• Distinguish between terminal and enabling learning objectives
• Define the parts of a learning objective
• Write effective terminal and enabling learning objectives meeting all the criteria for a strong learning objective.
PHASE 2 FOCUS AREAS
We will focus on developing learning content for adult learners. This training is useful for those auditing existing content and focuses on environmental impacts to consider during design and development.
As a result of this training, participants will be able to:
• Design learning materials and exercises applying adult learning concepts
• Design learning materials and exercises to support participants of various backgrounds and learning styles
• Identify impacts to delivery modality and correctly select the best delivery modality for a given situation
We will focus on how to incorporate active learning into virtual instructor-led courses and in-person instructor-led courses. The training reviews common types of activities with the opportunity to practice which will increase the active learning of new and existing learning experiences.
As a result of this training, participants will be able to:
• Identify and state active learning examples for in person training, virtual instructor led training, computer-based training, and training outside of the classroom
• Create active learning experiences for in-person training and virtual instructor led training
PHASE 3 FOCUS AREAS
We will focus on The Kirkpatrick Model of Evaluation, when and how to use the various levels of evaluation, and the guidelines for writing effective test questions and distractors.
As a result of this training, participants will be able to:
• Identify the five levels of evaluation
• Evaluate training program impacts at various levels utilizing various assessment types
• Create effective assessment questions and answers following the provided guidelines
• Create a rubric for assessment evaluation
We will focus on conducting instructor-led training (virtual or face-to-face), Adult learning theory, the Cone of Learning, effective facilitation, and planning the location.
As a result of this training, participants will be able to:
• Prepare properly to conduct in-person or virtual instructor led training sessions
• Foster an environment of engagement and inclusivity conducive to the learning process
Each topic can also be adapted to a single class for your team.
Have multiple Training Professionals to train? We will customize a
cohort for your team.
Why Invest in your Training Professionals?
Scrap Learning, which is defined as learning created and delivered, but not properly utilized can exceed 50 percent. Couple that with retention rates of employees, and one runs the risk of investing time and money into developing training content that will not translate to improved performance.
Source: B Metrics 2014 Training and Engagement Survey. 27,000 companies
Talent Development Partners
We’re proud to partner with the below organizations to provide leadership and supervisory training to front line employees and leaders.
Click each image to learn more about each organizations Talent Development Offerings
