National Learning Institute established 1995

The National Learning Institute

Motivated employees.  For over ten years we have been providing 360 feedback surveys, employee surveys, blended learning and training support materials that help people learn and develop.

Do you have an issue, problem or challenge concerning the management of people?

Send us your issue and we will respond with some helpful tips, suggestions or recommendations within 48 hours!

 

Take the opportunity to tap the collective wisdom, knowledge and experience of a group of consultants who have themselves been practising managers in a wide range of industries and cultures.

 

Email us at learn AT nationallearning . com outlining:

· In 2 to 3 short paragraphs, what is the issue?

· Why is it a problem or issue to you?

· What has been tried so far to fix the problem or issue?

 

 

 

 

 
Text Box: Recent request from a training manager ... Q. I need to get some ideas on evaluating our management development programs. Training Manager. Answer … Have each participant and his/her manager list and agree on 3 or 4 objectives for the learning process (relative to the development training being undertaken). Have each person rate these objectives separately on a scale of 1 - 10 (Not competent to Fully competent) Have the participant and his/her manager discuss their respective ratings.  No need for them to reach consensus on the ratings. Progressively at six months and again at 12 months after agreeing on the objectives, have each again rate the participant's progress (individually) to full competency and discuss how this was achieved. At the end of 12 months, submit the forms to the training department where comparisons can be made on two scales - firstly, Participant’s learning outcomes and secondly, Manager's perception of the learning outcomes. Look for improvements in both scales: look for key differences across the two groups - these are areas where the training may need to be bolstered - remember, it is not just what is learnt, but also how that learning is perceived by others that is particularly important to leadership development.

Home  Services  360 Degree Management  360 Degree Leadership  Employee Surveys  Negotiation Training

Management Development  Bob Selden  Resources & Good Links  Contact Us  About Us  Q & A

Latest Articles, Tips & Resources  Privacy Statement
Text Box: Recent request from a manager who had to run a strategy / facilitation session ... Q. I need to facilitate a one day strategy workshop for ABC Corp and would like to include a few "ice-breaker" games / exercises that allow people to contribute but not hijack the discussion. Answer … Instead of your planed PowerPoint presentation, write up an interesting article on (corporate strategy of ABC - our history, plusses and minusses) and issue it to the group prior to the meeting. Pose a pre-work question around the article - see “Meetings - Management Meetings - Why are they such a waste of time?” for how to word the question. Make sure to include these questions with the article and ask everyone to come along prepared to discuss their answers. At the meeting, split the group into smaller groups, appoint a leader of each and ask them to come back to the main group with their group answers. Taking this approach will ensure you have a meaningful, interesting and rewarding session. You will then not need ice breakers. Make sure to read “Managers - Do You Have To Run A Motivational Training Session or Workshop? - 10 steps to take to ensure your meeting is a success.”