Comments on: Advice for the Training Department http://www.jarche.com/2008/11/advice-for-the-training-department/ Life in Perpetual Beta Thu, 09 Feb 2012 01:59:38 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Harold Jarche » Invert the Pyramid http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186236 Harold Jarche » Invert the Pyramid Mon, 01 Dec 2008 13:20:27 +0000 http://www.jarche.com/?p=1874#comment-186236 [...] Advice for the Training Department I recommended that those in the training function should concentrate on Communicating & [...] [...] Advice for the Training Department I recommended that those in the training function should concentrate on Communicating & [...]

]]> By: Harold Jarche » Portlets and widgits http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186110 Harold Jarche » Portlets and widgits Fri, 07 Nov 2008 12:52:39 +0000 http://www.jarche.com/?p=1874#comment-186110 [...] Jeff Goldman on Advice for the Training DepartmentJennifer Nicol on Advice for the Training DepartmentKaryn Romeis on Advice for the Training [...] [...] Jeff Goldman on Advice for the Training DepartmentJennifer Nicol on Advice for the Training DepartmentKaryn Romeis on Advice for the Training [...]

]]> By: Jeff Goldman http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186105 Jeff Goldman Thu, 06 Nov 2008 14:20:33 +0000 http://www.jarche.com/?p=1874#comment-186105 To piggyback on Jennifer's comment, I have seen where new training staff are used to "secret shop" stores or branches (retail & banking). Since staff is not yet familiar with the new trainer, it is an excellent way for the new trainer to identify training needs, "know the audience," understand the environment, etc. while also providing valuable feedback to the organization. To piggyback on Jennifer’s comment, I have seen where new training staff are used to “secret shop” stores or branches (retail & banking). Since staff is not yet familiar with the new trainer, it is an excellent way for the new trainer to identify training needs, “know the audience,” understand the environment, etc. while also providing valuable feedback to the organization.

]]> By: Jennifer Nicol http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186104 Jennifer Nicol Thu, 06 Nov 2008 02:00:55 +0000 http://www.jarche.com/?p=1874#comment-186104 MIght be useful for these new training department members to moonlight in line jobs, too, within their organization. It's easier to notice stuff worthy of training intervention when you're in the trenches. MIght be useful for these new training department members to moonlight in line jobs, too, within their organization. It’s easier to notice stuff worthy of training intervention when you’re in the trenches.

]]> By: Karyn Romeis http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186102 Karyn Romeis Wed, 05 Nov 2008 15:13:18 +0000 http://www.jarche.com/?p=1874#comment-186102 Happy to help! Happy to help!

]]> By: Harold Jarche http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186101 Harold Jarche Wed, 05 Nov 2008 14:40:09 +0000 http://www.jarche.com/?p=1874#comment-186101 Thanks for the additional point, Karyn. I was hoping that there would be some feedback so that I could refer to it during my presentation tomorrow. Thanks for the additional point, Karyn. I was hoping that there would be some feedback so that I could refer to it during my presentation tomorrow.

]]> By: Karyn Romeis http://www.jarche.com/2008/11/advice-for-the-training-department/comment-page-1/#comment-186100 Karyn Romeis Wed, 05 Nov 2008 14:22:19 +0000 http://www.jarche.com/?p=1874#comment-186100 Excellent post, Harold. Too often, trainers see themselves as purveyors of knowledge, and forget to address their own learning journey. You know (short of the miraculous, as far as I know) if you keep pouring from a vessel without taking time to top it up, the vessel eventually runs dry and has nothing more to offer! Also too often, they see the training events and materials they provide as being the only resource available to staff. Some even feel threatened when staff members find alternative methods of upskilling. That's too much of a burden to take on oneself/one's department. Training departments should seek, support and encourage ways for people to get in touch with other people in the organisation. Identifying potential experts/superusers who can mentor/coach other users... and providing the people thus identified with a platform for mutual support and development. I would add to your last list that trainers should be on the alert to spot and nurture this kind of potential. Excellent post, Harold. Too often, trainers see themselves as purveyors of knowledge, and forget to address their own learning journey. You know (short of the miraculous, as far as I know) if you keep pouring from a vessel without taking time to top it up, the vessel eventually runs dry and has nothing more to offer!

Also too often, they see the training events and materials they provide as being the only resource available to staff. Some even feel threatened when staff members find alternative methods of upskilling. That’s too much of a burden to take on oneself/one’s department. Training departments should seek, support and encourage ways for people to get in touch with other people in the organisation. Identifying potential experts/superusers who can mentor/coach other users… and providing the people thus identified with a platform for mutual support and development.

I would add to your last list that trainers should be on the alert to spot and nurture this kind of potential.

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