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ZOOM into the Future

ZOOM into the Future. ASTD Conference 2005. Training Statistics. $50 billion dollars spent on training in 2004 $812 per worker in 2004 29.8 learning hours per person in 2004 How much did you spend? Was it worth it? Would a CEO agree? How do you know?. 20 Words.

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ZOOM into the Future

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  1. ZOOM into the Future ASTD Conference 2005 ejswebster@comcast.net

  2. Training Statistics • $50 billion dollars spent on training in 2004 • $812 per worker in 2004 • 29.8 learning hours per person in 2004 • How much did you spend? • Was it worth it? Would a CEO agree? • How do you know? ejswebster@comcast.net

  3. 20 Words • 20 words describing your current R&R’s • 20 words describing what you would like your R&R’s to be • Is there a GAP? Why? ejswebster@comcast.net

  4. Falling into the endless training hole Filling calendar time Not aligning with business needs Staying behind Not measuring learning Not joining ASTD Not developing self and trainers Not updating material Not saying “NO” Not asking questions Not being strategic, visionary and forward thinking Pitfalls as a Training Manager ejswebster@comcast.net

  5. Business versus Higher Education • Learners are becoming more demanding, sophisticated, and diverse consumers of education • There is a need for greater efficiency and control over rising costs, measuring learner outcomes, the need for greater access, more effective alignment, improved teacher education, and more accountability ejswebster@comcast.net

  6. Business versus Higher Education • There are substantial program overlap issues • The ultimate goal should be creation of a learning-centered climate that maximizes learning and meets the new and higher standards that society, business and education now need ejswebster@comcast.net

  7. Facts about Learners • Students learn more, learn more profoundly, and remember over a far longer period when they are actively engaged in a self-driven learning activity rather than when they are engaged only passively, sitting and listening • Trainers will become mentors and guiders rather than a primary source of information • Fact – 85% of teachers and trainers use lecture mode! ejswebster@comcast.net

  8. Trends • Corporate universities and certificate programs are widespread and becoming the more preferred approach by employers • The Council on Competitiveness expects the number of jobs requiring technical skills to grow by 51 percent by 2008 ejswebster@comcast.net

  9. HPI/HPT • Adult Learning Theory • System Theory • OD and Change Management • Instructional Design • Management Theory • Evaluation ejswebster@comcast.net

  10. AIM High ejswebster@comcast.net

  11. Zoom into the Game • Work directly with key leadership • Understand the business goals – really • Get ahead of the industry – not just training • Focus on a few key programs rather than many courses • Re-educate training staff to become learning and consulting professionals • Focus on performance – not just training ejswebster@comcast.net

  12. Key Leadership • Governing boards • Several key leaders willing to support and align training resources • Integrate learning staff into their team • Engage in quick TNA processes • Stay in the loop • Daily reinforcement/communication ejswebster@comcast.net

  13. Understand the Business Goals • Work with leadership team to continuously understand and review business goals • Change learning direction accordingly • Measure against business goals – take a risk ejswebster@comcast.net

  14. Get Ahead of the Industry • What are you doing to get ahead of the industry? • What trade magazines or journals do you read? • What do you read? • What meetings do you attend? • How are you benchmarking against others? • What networking are you doing? ejswebster@comcast.net

  15. Focus on a Few rather than the Many • What programs are you supporting? • How would you describe those programs to others? • How do they support and align with the corporate strategic direction? • How are you measuring success against strategic directional goals? • How often are you redesigning and changing your programs? ejswebster@comcast.net

  16. Re-Educating Staff • What continuous learning plans do you have in place right now? • How do you encourage learning in your department? • What do you call your “trainers” and what are their roles and responsibilities? ejswebster@comcast.net

  17. Focus on Performance • When measuring training – how do you focus on performance? • What key measures do you have in place? • How do you guarantee learning performance? • What would you be willing to wager? ejswebster@comcast.net

  18. 7 Education Quality Principles • Define education quality in terms of outcomes • Focus on the process of teaching, learning, and student assessment • Strive for coherence in curriculum, educational process, and assessment • Work collaboratively to achieve mutual involvement and support • Base decisions on facts wherever possible • Identify and learn from best practices • Make continuous improvements a top priority ejswebster@comcast.net

  19. What Will You Do Now? • List 3 actions you will implement as a result of our discussion today? • What specific steps will you follow? • How will you measure success? • What difference will it make for your company? • How will you communicate your changes to others? ejswebster@comcast.net

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