|
Mark
your calendar for these upcoming monthly meetings
Date
|
Topic
|
Speaker
|
April
24
|
"Story
Theater – Strategic Storytelling
for Business, Training and Sales"
|
Doug
Stevenson,
Story Theater International
|
May
22
|
Performance Improvement:
Techniques to Address the 80% of Performance Gaps that
Training & Learning
Approaches Leave Out
|
Dan Johnson, CEC, CGP, Performance
Mastery
|
June 26 |
Dr. Thiagi –
Need we say more??? Check out his website for a preview
of his wealth of knowledge (www.thiagi.com)
|
Dr. Thiagi |
[Top]
By:
Deb Lang
Miss a monthly meeting? No more. Follow us on Twitter. Live
meeting updates in 140 characters or less. www.twitter.com/ciastd.
Join us!
[Top]
| The
Smile Sheets Speak Out |
And
they have a lot to say!
By
the Smile Sheets as told to Andy Janning, SPHR
Here’s the deal…me and the rest
of the post-class evaluation forms were talking – you
know, the “smile sheets” or “Level 1’s” or
whatever lingo you folks use nowadays – and we’ve
got something to say to you, Mr./Ms. Training Professional.
It’s important and unconventional and a little scary
for us to say, so we’re not gonna pull any punches:
STOP USING US. THROW US AWAY. NEVER USE US AGAIN.
Whew! We feel better. We’ve been waiting to say that
to you and your industry for YEARS. Why?
Well,
in nutshell, your trainees and clients use us to lie to
you. Oh, come on now - don’t look
so shocked. Deep down, you know it’s true. People scribble
all over us and say “10 out of 10!” “The
best training EVER!” “I’ve never been to
a better program!” They give you praise that makes
Mother Teresa look like Bernie Madoff.
But when (or, more correctly, IF) you actually followed up
with those same folks a few weeks or months after they used
us to canonize you, odds are you’d find they probably
remember barely 10% of what you taught them. Worse yet, you’d
find their behavior didn’t change, and there was absolutely
no bottom-line impact realized from the program. By every
objective measure that matters, therefore, the program failed.
You may be protesting at this point, “No, it wasn’t
a failure! They loved my witty, charming facilitation style
and flashy handouts! My icebreaker and review exercises rocked
and those cookies after lunch were a huge hit! They liked
me! They really liked me!!” Here’s a news flash,
Sally Field…your popularity doesn’t pay the company’s
bills. Senior management didn’t hire you to be liked.
They hired you to get results.
We heard about this one guy who shared some Training Tips
from Tinseltown recently, and it got me and the rest of the
sheets wondering…what if some really famous movie characters
completed Level 1 evals on the people who trained them? It
wouldn’t be pretty:
-
Trainer
= Yoda, The Empire Strikes Back: “Short, green,
and grumpy. Needs SERIOUS help with sentence structure.” (Trainee
= Luke Skywalker)
-
Trainer
= Mr. Miyagi, The Karate Kid: “Blindsided me
with the whole ‘tournament’ thing.
And if I see one more jar of Turtle Wax,
I’m gonna hurl.” (Trainee
= Daniel LaRusso)
-
Trainer
= Morpheus, The Matrix: “He kicked me through
a post and let me fall off a building.
Whoa.” (Trainee
= Neo)
-
Trainer
= Johnny Castle, Dirty Dancing: “He thinks
I have two left feet and has
no faith in me. I’m NOT
having the time of my life!” (Trainee
= Frances “Baby” Houseman)
Think
about what these characters eventually did, though,
because of their Tinseltown
Trainers. They defeated
Darth Vader, won the tournament, saved
the world, got out of
the corner and lived
happily ever
after. The trainer was
laser-focused
on changing the character’s
behavior and getting
results. They were never
concerned about being
liked…although
they ended up earning
the character’s
deep devotion and respect
in the end. We thought
that was pretty cool.
This isn’t to say that you’re now allowed to
be a jerk in your programs. You still need to create a fun,
focused, respectful, and results-driven atmosphere in your
training programs. But if you’re going to measure and
report anything, it should be what happens after the group
leaves the room. That’s where you prove your worth.
Still not convinced? Check
out some additional perspectives
from ReliableSurveys.com and
the stellar “Are
You Too Nice to Train?” article from Training Magazine.
OK, we’re done. Thanks for listening to a bunch of
pieces of paper that talk.
[Top]
Who
doesn't enjoy a good story?
 Everybody has one – an uncle, cousin, neighbor – who’s
a great storyteller. Even if you don’t WANT to listen,
you can’t tear yourself away after only hearing 2 sentences.
Great stories are like a great movie; they are engaging and effective
because they activate the listener’s imagination. You haven't
really connected with your audience until you've told a story.
As L&D professions, we MUST connect with our audience.
On April 24, Doug Stevenson will make you a better speaker and
storyteller.
Doug has been described by his clients as a master storyteller.
Unlike many talented performers however, Doug's ability to show
you how to be a great storyteller is what has made him a sought
after speaker, trainer and coach.
He'll show you how it's done and within a very short time, have
you on your feet telling stories that have the power to inspire
and influence others.
Storytelling in Business is Serious Business - It Gets Results!
Doug's form of storytelling for business professionals is a blend
of the practical and the theatrical. As a result of utilizing
the Story Theater Method, speakers, trainers, leaders, salespeople,
entrepreneurs, fundraisers and business professionals at all
levels give more interesting and memorable presentations. They
make something happen!
Doug challenges people. He speaks the truth. He tells it like
it is. As a result, leaders learn to lead when they speak, salespeople
sell more and speakers tell stories that change people's lives.
Who: You
What:
CIASTD’s
monthly learning opportunity - "Story Theater – Strategic
Storytelling for Business, Training and Sales"
When:
April
24, 2009 Registration at 8 AM & Program begins
at 8:15 AM
Where:
Holiday Inn North at the Pyramids
3850 DePauw Blvd.
Indianapolis, IN 46268
Why:
To help you better connect with your audience
How: Click
Here to Register
In the meantime -
More
articles can be found at Doug’s website.
You can also sign up for free Story
Theater Newsletter.
[Top]
We've
got you covered!
Were you
unable to attend the first Food for Thought sessions held in
late March? Did you only attend 1 and not all 5? Check
out these summaries of what was discussed!
From Sahm’s Restaurant in Fishers
- The importance
of not only implementing surveys following trainings, but
to make sure you are asking the right questions. We
discussed Kirkpatrick and reaction sheets. We also went through some
examples of what are trainer-centered questions vs learner-centered questions
and found we might be asking more trainer-centered questions.
- Are we
not only asking learner-centered questions but are we asking
L1-L4 questions? What area do we want to focus
on?
- There
was a discussion on upper management and what they really
want. A lot of times we feel as if they don't even
want the results (stats) they just want to see improvements---a lot of times
we
have to provide the results so they see what is occurring
after training
- Tip -
when asking for completion of surveys, it's a good idea to
make sure the participants complete them prior
to leaving the training facility. For example, they go back to the field
and get busy and forget or feel as if they don't
have time. If you do survey monkey and have access to computers, have them
fill out the surveys prior to leaving
- How long
is appropriate to measure results? Depends on the project.
We spoke about how there is sometimes a decline
in performance just after training because maybe they are approaching sales
the task in a different manner (ie sales-maybe
after training
they are trying the new process. It might take
a while to see the results).
- Survey
Monkey is a common way to survey participants. We agreed
not only survey results but being out in the
field is important. Being in the field ourselves or relying on management
to observe
the behaviors to make sure participant is properly
taking steps.
From The Real Fajitas Restaurant on the Eastside
We began with an example of measurement/evaluation with a Readiness
Summary that was done with an integration of another bank last
year where the goal was to determine if the branch folks were
ready for the conversion weekend. A number of ways to gather
data were used including surveys, anecdotal input from Trainers
who facilitated integration classes, data of class completions
and Level 1 & 2s.
Next we discussed the concept of Appreciative
Inquiry based on the book “Reframing Evaluation through Appreciative
Inquiry” by Hallie Preskill from Case Western University.
Questioning focuses on the positives by asking what is working
well versus what isn’t, which is what we usually are asking.
Participants are asked to tell of a time they had a perfect training
experience and lots of open ended questions are used as part
of the evaluation.
We discussed if we are asking enough the question,
what does success look like, based on the presentation by Dr
Jim Kirkpatrick
for our chapter last month. Targeting critical wins for measurement
is better than trying to measure everything. What will make a
difference to the bottom line. Even compliance/regulatory training
may be important to measure. And we shouldn’t forget that
testimonials can be very valuable.
Hiring people with the right competencies was also discussed.
It is important in many of our organizations to hire people who
have good customer service skills, yet how do we know their skill
level when we look at hiring someone? Also, how do you measure
a skill like coaching? Just because someone comes to a coaching
class does not mean they will adopt the correct behaviors. Follow-up
is crucial to ensure success in these kinds of areas.
Another book was mentioned as a nice resource; “The Program
Evaluation Standards, 2nd Edition” by the Joint Committee
on Standards for Evaluation from West Michigan University. It
focuses on a number of key issues to look at including who are
the stakeholders for the evaluations and how credible are the
Evaluators? It has lots of case studies and looks at issues like
evaluator bias.
From the RAM Restaurant Downtown
We started our conversation highlighting Kirkpatrick’s
CIATSD Presentation. We then discussed the types of evaluations
we currently conduct. We shared ideas and suggested tools for
improving our methods of evaluations. We were also able to vent
some of frustrations with the restrictions some of our companies
impose financially and due to time restraints. Last we discussed
that due to the current economic situation, why it is important
to provide evidence of our training’s worth to upper management
by conducting some sort of “Level 3 and 4” evaluation,
either on the ROI or the positive results of the training.
So Engaged in Conversation
There were 2 other sessions – The Library Restaurant near
the airport and a virtual meeting – where the participants
were so engaged in discussions that no notes were taken!
More Sessions Being Planned
These sessions were a success! Stay tuned for the next round
of Food for Thought planned for early June.
[Top]
| Jumping
In With Both Feet |
Leveraging
Technology for Our Chapter
By:
Lida Pinkham
Would you tell me, please, which way I ought to go from here?
That depends a good deal on where you want to get to, said
the Cat.
I don't much care where -- said Alice.
Then it doesn't much matter which way you go, said the Cat.
~Lewis Carroll, Alice's Adventures in Wonderland
As we race into the future with new technologies
being developed and embraced every day, I believe that CIASTD
was very strategic
when they added the new position of VP of Technology to the
board for 2009. I'm sure you have already heard some of the
buzzwords flying around the chapter – Ning, Twitter,
and webinars. These are just three of the new technologies
being explored by our chapter.
As your new VP of Technology my focus for this first year
will be to:
- Develop a vision for technology that focuses on the
member experience and NOT the technology. This will involve
evaluating the current technologies being used by the chapter
and working with each committee to determine their current
technology needs. Then making sure that the technology
we are currently using aligns with these needs.
- Leverage technology to support the goals of the chapter and
its committees. This will require supporting the various
committees in their use of technology and sharing innovative ways that
they might be able to use technology to reach their goals
in connecting, engaging, and educating our CIASTD community.
I think that 2009 will be an exciting year for our chapter.
If you have an interest in technology or have ideas of how
our chapter can best use some of the technologies currently
available, please send me an e-mail (Lida.Pinkham@bakerd.com).
I would love to talk to you!
[Top]
By:
Andrea Moore  To
think creatively, we must be able to look afresh at what we normally
take for granted. - - George Kneller
During a recent conversation, the pastor of my church talked
about never delivering the same sermon twice . . . she continually
reinvents herself and keeps her congregation on their toes with
new messages of faith and hope.
This is an important reminder to workplace learning
professionals, for no doubt, there are aspects of our work
that we take for
granted because “that’s the way it’s always
been done.”
For me, the tendency is often to continue to
do what has worked well, and yet, to continually enhance and
add to keeps a piece of work alive.
What aspects of your work have you taken for granted?
Where is there an opportunity to create something new?
Andrea
is a senior consultant at FlashPoint, a multidiscipline HR consulting
firm in Indianapolis. As a certified professional in learning
and performance and a certified empowerment coach, she focuses
on the growth and development of individuals, work teams, and
leaders.
Extra resources for you to explore
While waiting for the next conference call to start, put
those few extra minutes you have to good use by checking
out these resources.
-
New
on ASTD’s site = ASTD has just released a timely
white paper, Keep Learning Mission Critical:
How to Communicate the Value of Learning in Tough Economic
Times. The paper
provides tips and strategies for supporting
your organization in a tough economy. Download this free resource today!
-
Here’s
a handy FREE tool for making large posters right from
your own printer.
-
Like
mom said – there’s always time to become
a better user of the English
language. Help feed hungry people while expanding your
vocabulary by checking out
this
site.
[Top]
You've
been charged!
By: Emily Stevens
At
the February CIASTD meeting, Dr. Jim Kirkpatrick put
training on trial. The charge: “You,
learning professionals are charged with incurring training
and development costs
that exceed the value you bring to the business.”
Finding: We are not spending time on
the areas that contribute the most to effectiveness.
Activities Contributing to Learning Effectiveness |
Effectiveness |
Typical Learning Investment |
| Pre-Work |
26% |
10% |
| Learning Event |
24% |
85% |
| Follow-Up |
50% |
5% |
(Dr. Brent Peterson, Columbia University, 2004) |
Finding: The
average amount of on-the job application of skills and
knowledge gained
through
training has not changed from 1975 to 2005 – both
times it was measured, it was only 15%. (ASTD)
Finding: Learning takes place:
-
Prior
to the formal learning event 20%
-
During
the formal learning event 10%
-
On
the job 70% (Bersin, 2008)
Verdict: We should be performance professionals, not
training or learning professionals.
|
The Kirkpatrick Levels of Evaluation, developed
by Don Kirkpatrick, Jim’s dad, are helpful.
Level
1 |
REACTION
|
How
training participants react to the training. |
Level
2 |
LEARNING
|
The extent to which participants
change attitudes, increase knowledge, and/or increase
skills. |
Level
3 |
BEHAVIOR
|
The extent to which subsequent
change in behavior occurs on the job. |
Level
4 |
RESULTS
|
The final outcomes that occur
in the organization as a result of the training. |
We
should be far more focused on Levels 3 and 4. Also, when
doing needs analysis, we should start with Level 4 (anticipated
outcomes), move to Level 3 (job performance objectives)
and from then to Level 2 to develop learning objectives
and the content and instructional strategies to support
them.
Kirkpatrick
also talked about your “jury” – that
is, the stakeholders in your organization who evaluate
your effectiveness. Each of us should identify stakeholders
and their expectations, and work to ensure that their
expectations are interpreted into Level 4 outcomes and
Level 3 behaviors. Then, we jointly determine the metrics
that will insure those outcomes and behaviors are present.
You may need to distill down to a few “key drivers” that
will make the most difference.
Finally,
Kirkpatrick noted that metrics and the resulting data
are important – but never underestimate the value
of testimonials. Just as a lawyer might bring in an expert
witness for data and facts, but also bring someone with
a sad or touching story to move the jury, we should all
remember to portray both facts and feelings when making
a pitch to management for support. Those who have benefited
from your program can provide the strongest testimonials
to management – bring them along and give them
that exposure!
[Top]
Come
see who's joined the CIASTD member ranks!
CIASTD
is an ever-growing group of those dedicated to helping
others learn. Since the last issue of The Facilitator,
we have signed 6 members.
Jerry
Hogue, Lafayette, IN
Angela Tanner, Fishers, IN
Kathy Lee, AIT Laboratories
Amy Alberts, Indianapolis, IN
Sara Van Leeuwen, Solutions Healthcare Management
[Top]
Bundles & Packages
Do Just That!
Need
to renew your CIASTD membership? Check out the new membership
bundles! Also, buy your monthly meeting tickets in
a package to
save on per meeting costs.
[Top]
| We
Want to Hear from You! |
CIASTD
is always looking for new contributors both to the monthly
programs and The Facilitator newsletter.
- For information
on speaking at a future CIASTD meeting, visit www.CIASTD.org.
- If writing
is your specialty, we are always on the lookout for articles
which further learning in the areas of training and development.
While we may not be able to publish every article we receive,
we believe each issue of The Facilitator would be
enriched by the addition of articles from CIASTD members.
As a bonus, there’s VIP bucks awaiting each published
article! Submit articles by emailing them to martie.hoofer@salliemae.com.
We prefer files in Microsoft Word or Adobe pdf format.
- Editorial
Calendar for The Facilitator
- May
= engaging management & learners
- June
= training delivery
- July
= adapting to change
- August
= coaching & mentoring
- September
= designing learning
- October
= e-learning
- November
= using technology
- December
= open to any L&D topic
|
