Training

Love Learning, Love Change

Posted on by Seniye Groff

I love to learn new things.  I love change.  That point of discomfort is when I know I am forcing myself out of “comfort zone”.  I know that most people try to stay as far away as possible from that discomfort zone, but I guarantee that if you are willing to color outside the lines once in a while, you will be amazed at how many new things you can learn. 

Here are some ways that I try to erase the ordinary, both at work and in my personal life:

  • I try at least two new recipes a week.
  • I try to have lunch or coffee with someone I haven’t met at least once a month.
  • I have a list of things I want to learn how to make.  I have mastered cheese, yogurt and bread and my next thing is roasting my own coffee beans.  I will be able to check that item of my list next Saturday, by the way!
  • I read voraciously and read a varied reading list.
  • I volunteer a lot and with a variety of organizations with various missions.
  • I have eclectic interests which means I have an eclectic group of friends and acquaintances which means I am exposed to a wide variety of views, interests and knowledge.
  • I love to travel.  Nothing will get you out of your comfort zone faster than going somewhere that doesn’t speak English!
  • I attend all sorts of webinars on a variety of topics…they cost nothing but my time and I usually garner at least one new nugget of information, thought or idea.

Your Brain on Apps

Posted on by Seniye Groff

Your Brain on Apps was another interesting article in CLO’s April 2012 issue: 

http://www.smsepub.com/publication/frame.php?i=103474

Read the article to learn more about how mobile learning should be used to support formal learning and provide performance support.  Since “humans work much better with smaller chunks” (of information) over time,  mobile learning is an obvious solution for job aids, checklists, references and other performance support tools made available just-in-time.

A Critical Eye on Coaching

Posted on by Seniye Groff

CLO’s April 2012 magazine had a great article on the benefits of coaching as a leadership development tool. There is a difference between general performance based coaching which happens on a daily basis and executive coaching which is tied to a senior leader’s strategic goals.  Either way, both types of coaching is focused on changing behavior and skill development and requires a committed partnership mindset.

According to Edwards, there is a “six step process for effective executive coaching engagements:

  1. Business need evaluation
  2. Engagement scope, strategy and approach
  3. Coachee assessment
  4. Goal setting/action planning
  5. Coaching engagement delivery
  6. Evaluation and measurement.”

  Read the entire article and additional info:  http://www.smsepub.com/publication/frame.php?i=103474

Teaching Senior Citizens

Posted on by Seniye Groff

I recently met with some business owners that are interested in developing training for senior citizens in retirement communities.  They wanted insight on how “best” to teach senior citizens computer skills.  I have taught lots of older folks computer skills while developing and delivering technology training for the Multnomah County Library system.   A few things I learned were to create large-type handouts.  It is important that your older learners can see and read the handouts.  Additionally, increase the font size on the computer screen if possible.  And make sure you have handouts the are detailed and descriptive so that your learners can practice their new skills when they get back to their rooms.

At the beginning of each session, I explain that they “cannot break the computer”.  I think one of the most important things you can do, as the facilitator to ensure success in your classroom, is to dispel the fear that people have with computers.  Patience, on your part, is a critical skill to have, also.  You might have to repeat yourself several times and remember to speak slowly.  I found an online article with a few more tips.  Read it here.

What other tips and tricks can you share about teaching seniors?  What other accommodations have you made to ensure success in your classroom for your older learners?

Quick Poll About Newsletter vs. Blogs

Posted on by Seniye Groff

Do you prefer receiving an email newsletter in your mailbox or to subscribe to a blog and get updates? I am trying to decide if I should get rid of the newsletter and a colleague I greatly respect says, “Don’t get rid of the newsletter”!  So far, I have seen little return for the gigantic effort the newsletter involves.  On the other hand, the newsletter keeps me in front of people and demonstrates my expertise (I hope!).  So I am asking you for your insight.  Post a comment with your answer:

Newsletter Only

Blog Only

Keep Both

Begin with the Business in Mind

Posted on by Seniye Groff

It is no secret that the “training department” is often viewed as an expense rather than a revenue-generating partner.  So how can the training group change the perception and be viewed as a partner in running the business?  “Begin With the Business in Mind” by Matt Donovan shares some ideas.

Donovan suggests that the training organization “should be able to effectively describe the organization’s competitive position in terms of:

  • Industry and key features
  • Range of products and services provided
  • Customers and their affinity for the company’s products and services
  • External partners in the value chain
  • Competitive strategy
  • Competitive advantage
  • Current and emerging competitors.”

Once the training organization understands the company’s competitive advantage, it should then understand how the company structures itself to execute its strategy.  The PARC model in the book “Strategic Management” is mentioned as an ideal framework.  The PARC model is comprised of People, Architecture, Routines and Culture.  Only after the learning team has mastered their understanding of the company’s competitive position and its competitive advantage can they move forward to  being a true business partner rather than just an order-taker.  Trainers will be much better at assessing the business challenge, the cost of the training solution and ultimately the cost of the problem.  When trainers begin to use the language of “business problem” and “cost of the problem” rather than just cost of trainee per hour or smile sheet evaluation results, they demonstrate their position as a true business person.  Now that will be music to any leader’s ears!

The Real Education Gap

Posted on by Seniye Groff

Chief Learning Officer’s January 2012 issue contained a relevant article on “The Real Education Gap”.  The article describes the lack of communication, collaboration, creativity and critical thinking skills present in today’s workforce.  The article suggests that “82% of American schools fail to teach curricula that imbue students with the skills leadership demands.”  One could argue that school should (and are) teaching students reading, writing and math.  The challenge lies in the need for other skills to excel in today’s modern workplace and global arena.

The 2010 American Management Association (AMA) Critical Skills Survey uncovered the need for the “Four C’s”:

  • Critical thinking and problem solving
  • Effective communication
  • Collaboration and team building
  • Creativity and innovation. 

The most important of the “4C’s” is communication, which includes thinking clearly, figuring out what information is most important and then communicating back clearly.  Given my experience in training and education, I believe it would be fairly simple to practice these skills, even with existing content.  Revising content so that is culminates in real-life, practical application would be an easy fix for organizations. 

Ultimately, if practitioners ask the question “How does this training change behavior?” it is more likely the content will have some practice and skill development built into the design.  The article concludes with “organizations that develop their people have more success across all performance metrics.”  I think this is an obvious insight because as the old adage goes:  Don’t worry about training people that then might leave, instead worry about not training employees and having them stay! 

Diversity Training

Posted on by Seniye Groff

Last week I delivered diversity training to Dress for Success.  I have been a volunteer at DFS for 12 years (and that is longer than I have stayed at any paying job).  My interest in diversity training began when I was working on my thesis for my masters.  I realized I had a wealth of experiences that shaped my view of the world.  For example,  when I lived in St. Croix I quickly learned what it was like to be a minority.  At the time, out of 60,000 island residents, only 5,000 were Caucasian.  It was a great lesson for me.  This experience coupled with moving about every 11 months including Central America, the Middle East and throughout the U.S. gives me a broad frame of reference, as well as, lots of stories and experiences to share throughout my training session.

And the session really went great.  The group of new volunteers were engaged, interactive and really interested in the content, activities and stories.  They shared their experiences and overall realized how their lens “cloud” their views of how they perceive others.  The volunteers walked away with a new awareness and a new perspective.  It will go a long way to aid in their interactions with each other, as well as, the clients that DFS serves.