Thinking Outside the Box

1
Thinking Outside the Box

• Creating a Learning Environment

2
Obstacles in Training - Your Internal Partners

• Budget Cuts.
• Staff Downsizing.
• Time is of the essence.
• Management views training as a loss of
  productivity.

3
Some Information to Chew On

• 5 Statistics to consider from the following
  article
• The 2003 Training Top 100
• Tammy Galvin
• Training
• March 2003

4
The average "Top 100" company

• The average company spends 4.6 of its payroll on
  training.
• The top 5 companies is 11.
• Pfizer leads with 15.
• The average company provides 65 annual training
  hours per employee.
• The top 5 companies average 232 hours.
• Orkin leads with 284 hours.

5
The average "Top 100" company

• The average company provides one full-time
  training pro to 336 employees.
• Top 10 average ratio is 151.
• SCC SoftComputer leads with 130.
• The average company spends 4.1 million annually
  on tuition.
• The top 10 company spends 17.8 million.
• Verizon communications leads at 66 million.

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The average "Top 100" company

• The average company has 8 of its employees using
  tuition reimbursement plans.
• The top 10 companies has 27.
• Naval Undersea leads at 66.

7
Top 100 CompaniesTypes of Training Programs
Provided

• Leadership Development - 99
• FedEx
• First-Line Supervisor Development - 93
• IBM
• Mentoring - 85
• KLA-Tencor Corp.
• Career Counseling - 82
• Federated Department Stores
• Executive Coaching - 82
• Equity Residential
• Succession Planning - 79
• Delta Air Lines
• Job Rotation - 63
• Arrow Electronics
• Job Shadowing - 61
• CrossCountry Travcorps

8
Ranking of the Top 50

• Pfizer
• IBM
• Sprint
• AmeriCredit
• KLA-Tencor
• Booz Allen Hamilton
• Ernst Young
• Deloitte Touche
• Ritz-Carlton Hotel Co.
• ATT Business Services
• Lockheed Martin
• Edward Jones
• USAA
• LexisNexis
• Bank One
• Ohio Savings Bank
• Wyeth Pharmaceuticals
• Ingram Micro
• Northwest Airlines

• Verizon Wireless
• Systemax Inc.
• Marriott International
• BMO Financial Group
• AFLAC
• Qwest Communications
• Exelon Energy Delivery Co.
• Paychex Inc.
• Bowater Coated and Specialty Papers Division
• Federated Department Stores
• J.D. Edwards Co.
• Johnson Controls
• QUALCOMM
• Cingular Wireless
• A.G. Edwards Inc.
• First Data Corp.
• IKEA
• The Vanguard Group
• Cendent Mortgage

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Are We a Learning Environment?
10
The Changing Role of the Training Department

• Moving from courseware facilitation and training
  to..
• a learning culture.

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New Roles of the Training Department

• The Internal Salesperson
• The Interviewer
• The Coordinator
• The Delivery Person
• The Data Miner

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Internal Sales

• The most critical role in the Zealot description.
• The staff must become sales people focused on
  every level of management.
• Give management the information and tools to
  become converts in the training game.

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Interviewer Definition

• Interacting with the potential internal or
  external customer to learn their needs and then
  to develop custom content to help them achieve
  their desired outcome is the recommended
  approach.
• Catch the Wave Six Training Trends
• Susan Heathfeild
• Human Resources

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Interviewer Definition cont

• Because each new employee has to be fought for,
  hiring managers would ideally like to find one
  person who may be qualified to do two or even
  three different jobs. The hiring environment has
  changed drastically
• Finding Work in Tough Times Neill Hopkins and
  Jonathan Thatcher Meadiatec

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Coordinator Definition

• More and more time is going to be spent creating
  customized training material. Material that not
  only includes a product specific technology but
  includes, business skills, corporate culture and
  indoctrination.
• Example Excel class along with Expense
  Management and Reporting.

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Coordinator Definition cont

• FYI
• IDC states that business skill training and will
  go from 9.67 billion in 2002 to 16.3 billion in
  2006.
• Note
• Just in time training, is a requirement not an
  exception today which requires much more
  coordination and bandwidth from the training
  staff.

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Delivery Person
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Data Miner Definition

• Does the training we provide work.
• ROI, IRR.
• Justify our work and quite possibly our job.

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Recommendations

• Become a Training Zealot

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Leaders that Promote the Learning Environment

• 1. Your leaders provide the vision about why your
  organization exists and where you are going.
• 2. They communicate the vision to all levels of
  the organization. They clearly communicate that
  continuous growth, learning and improvement will
  ensure accomplishment.
• 3. They build consensus and ownership around this
  vision and are influenced by the views of the
  others in the organization (YOU).

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Leaders cont

• 4. They model the action they want to develop in
  others.
• 5. Leaders who want a learning organization
  continually learn themselves.
• - Consistently feed them information to foster
  learning and to keep top of mind awareness on
  training and learning.

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Leaders cont

• 6. Leaders attend training session and
  conferences.
• - Look for those leaders and managers that do
  these things and create relationships with them
  to help build consensus for the learning model.
• 7. Leaders foster an environment in which people
  are empowered to make decisions about their work.
• - Look to those leaders to be the first to work
  with you in building your training programs.

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Leaders cont

• 9. Leaders make intelligent risk taking the
  norm. These leaders assure that all information
  people need to make a good decision is
  communicated.
• 10. Leaders of the learning environment promote
  an organizational environment that supports
  learning and personal mastery.

24
Change Management

• Plan for the resistance by area or group.
• Be proactive in attacking the leaders of those
  groups using techniques like one on one training.

25
Effective Training and Learning Programs

• Train with blended solutions it stretches the
  and may work better.
• Use simulations they give you better overall
  performance in the real world, they also give the
  users better understanding of the organization
  operation as a whole (dependencies).
• Use games it forces learning and takes out
  training
• Mentoring creates like behaviors, modeling.
• Learning Groups create peer pressure and
  accountability to the group.
• One on One helps in understanding and makes the
  individual feel like they belong.

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Effective Training and Learning Programs cont

• Promote conferences and off site training.
• Promote reading as an organizational goal
  create a library hard and online.
• Promote field trips to vendors or customers.
• Use cross functional teams to solve problems and
  cross train.
• Quarterly meeting promote communication and help
  maintain direction.
• Pay for all employee education.
• Create coaching session between management and
  employees.
• Form study groups

27
On Demand Performance Support

• Help upon request with a human side to the
  situation.
• Use 1 on 1 sessions after initial call is fixed
  to discuss the problem and determine other needs.

28
Benchmarking Pre and Post Evaluations

• 360 degree feedback from peers, reporting staff
  members and the boss.
• Debrief every project and initiative with
  leaders, management and sponsors.

29
Review Effectiveness

• Training and HR Team.

30
Training In Tough Times

• The pragmatic executive understands how training
  directly affects the bottom line.
• Effective training will always provide a
  significant return on investment (ROI).
• Motorola calculates that every dollar it spends
  on training translates to 30 in productivity
  gains within three years.
• Michael Moe at Merrill Lynch

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In These Tough Economic Times

• Dont think about how youll eliminate training
• Consider how you can stretch the training dollars
  you do have to stay competitive.

Knowledge Impact Training In Tough Times
32
Thank you.