Thursday, 9 August 2018

3 Tips - The Future of how to design Trainings for Millennials


Dear HR, Training and L&D teams,

3 Tips - The Future of how to design Trainings for Millennials

I was early at TGV Movies over the weekend sitting with my kids and waiting for our cartoon movie to begin.  To my amazement, out of 10 advertisements, 9 of them was involving the mobile phone. Example HSBC was advertising their Master Card but involved the phone as a medium of the advertisement.  This had me thinking of what will be the future of training, if we HR, Training and L&D folks keep on doing the same ‘old’ traditional ways of training.  How can we make use of ‘THE SMART PHONE’ as a medium in our workshops?

Here are fundamental steps for you to take action with your expert internal trainers and external trainers.

  1. Make your training  mobile ready. Example if you are training on a subject titled Creativity, you can have your trainer to ‘google’ certain brain game apps that has creative playing .  During one of the modules, get your participant to take out their phone, download the ‘FREE App’ and play.  After that of course, ensure your trainer debriefs them on the learning outcome.
  2. Gamification is another way of engagement through phone, however this would require you to partner with gamification experts that can inculcate this playing together’ into the workshop. This is of course not FREE.
  3. Personalized Learning – You can ‘pull’ whatever you need from any videos online and download this on You Tube. Example, Ted Talks – have so many videos that can be relevant to research, brainstorming and jokes.  Download this videos, and place this on your drive.  Send the drive link to each of their email and ask them to view this videos from phone.  (of course make sure the file size is not too heavy’.

If you are still worried, if this can work, take a look at this table, a research we found online and see why learning strategies needs to be different.



Traditionalists
Baby boomers
Generation X
Millennials
BIRTH YEARS
1900-1945
1946-1964
1965-1980
1981-1996
Assets
·         Experience;
·         Dedications;
·         Loyalty;
·         Emotional maturity
·         Service oriented;
·         Dedication;
·         Team perspective;
·         Experience
·         Adaptability;
·         Techno-literacy;
·         Independence;
·         Willing to buck the system
·         Collective action;
·         Optimism;
·         ability to multi-task;
·         Techno-savvy
Liabilities
·         Reluctant to buck the system;
·         Uncomfortable with conflicts

·         Not necessarily budget minded;
·         Uncomfortable with conflicts
·         Sceptical;
·         Distrustful of authority;
·         Need for supervision and structure;
·         Inexperience
Motivations
·         Connecting their actions to the overall good of their organization
·         Leaders who get them involved and show them how to make difference
·         Permission to work on their own schedule
·         Connecting their actions to their personal career goals
Preferred Methods of Communications
·         Written
·         Verbal;
·         Personal interaction
·         Voice mail;
·         Email
·         Instant messages;
·         Text messages;
·         Email


Until our next reading article

TLMM Quote for August 2018:  Its’ Time To Do Something Different. Plug into the System & Make the Change for your Learners

Tuesday, 22 May 2018

Are your skills in Facilitating or Organizing a Facilitating event Correct?

Dear HR, Training & L&D Department,

Are your skills in Facilitating or Organizing a Facilitating event Correct?

I am just back from a group facilitation observation and learnt a lot of areas than can be improved in the areas of the learners and the ambience of the room.

Hence here are some quick tips for you to do with your participants and props to have in the room, in advance before a 'Business Strategy/ Brainstorming facilitation takes place.

What can be done in advance with your learners:

  1. Conduct an online/ print out Creative and Analytical test - you can do this for FREE. 
Here is some links for you.
  • Understanding my personality
for me, I am a Commandor.

  • Understanding if i am left brain or right brain.
for me, I was a right brain (very creative) but wanted to be a left brain too. Now my test says I am both.  The best is to be both sides.

Why should  I do this:  once you know your participants are which type of brain (creative/analytical), you need to divide them equally in their right groups and get them seated in designated places of your choice for proper outcome of idea generations.

What can be done with the ambience of the room:
1. For each table, provide a set of training props - stress balls, Tossing balls, Hats (Edward De Bono Hats)
2. For each table, provide a wallet of Tool Definitions - e.g. Pareto, Fish Bone, etc.  Because this are the tools, that will guide your participants throughout the workshop.

Use Edward De Bono Hats throughout the class to make it fun and engaging during breakouts.  

That is all I have to share for this week.
Until my next observation in Malaysia, have a good learning weekend!



Conversations with High Performers - Understanding D.I.S.C better

Dear HR, Training & L&D Department,

I recently bought a book titled:  Conversations to Creating High Performers and thought of sharing a few pages of what I learnt with you.

Conversations with High Performers - Understanding D.I.S.C better

Imagine your participants are High Po’s.  Do you need to know about their D.I.S.C before identifying them for a training program?  YES. Why?
  • Our study indicates that each learner comes with a different style of comprehending information they listen to.  Hence the L&D/ HR/Training person needs to know how to use their personalities and improvise on the design of the program better.

Please see the attach document written by Shawn Kent: see the section on:  ‘the likelihood of areas to develop better based on the D.I.S.C personality of your learner’. 
Use this wisely when designing the right methods of learning activities in your classroom.


80% Malaysians, Do Not Know How to Design A Training Module

Dear HR, Training and L&D teams,

TLMM has received countless subjects to conduct matching and screening of trainers.  In our scope of process work, TLMM needs to study the topic and ensure the right module is designed better and is a 'fit' for the learners current comprehension towards training and learning.  In Malaysia, we found out that roughly 80% of Training/HR/L&D personnel don't understand the core part of how to design a module.  Hence here is some learning tips we which to share with you on simple ways to design modules in advance before meeting up with your expert trainers.

80% Malaysians, Do Not Know How to Design A Training Module


Step 1:

Always use the formula of:
·         BEFORE (what have they been doing before, what failed and what is successful)
·         DURING (what has been done now that still did not work and what’s the future to learners)
·         AFTER (after completing this program, what is the expectation when they are back to office)

Step 2:

Always use 2 ways of thinking: CREATIVITY (think of 20 ideas - crack your brain to come up with ideas on what can be done after completing this training - even though it may sound silly. write this back on your paper).  Than think ANALYTICAL (what can go wrong. think of cost, time and people)

The whole process of designing should take 2 hours (thinking, researching and writing this back to your design)

Step 3:
After your management has acknowledged this training need (training subject, date to start program, budget of program,  objectives of training), you need to relook at the objectives and THINK how best to design this program within your 2 steps above.

Example, if this program is Time Management, you need to THINK:  how to make this an effective memory of participants to remember every single point, than the content of the program needs to be crafted well.  
A: Conduct a Time study assessment (pre assessment and see what exactly is the participants not doing well based on their time.
B: Speak to several participants (take 40 - 50% sample DATA of entire list of participants) on their challenges, and what is the cause. Use tool of Problem, Cause and Effect Tool
C. Report findings of assessment and redesign program again basing back on 2 steps above.
D. Talk to your Expert Trainer and ask him or her to re-customize this program again


Until our next reading article, have a good weekend.


How Does an Engaged Learner’s face 'Look Like' in the Classroom

Dear HR, Training and L&D teams,

How Does an Engaged Learner’s face 'Look Like' in the Classroom

Before explaining on the 'How's' let me explain on 'Why' do we need to have an engaged learner?
Definition of an engaged learner: 
Engagement must be at the core of our goals as HR, Training and L&D champions of trainings: -  for an engaged learner finds wonders in their learning, and they not only find meaning in the techniques learnt, but they grow personally, for a lifetime, as a result of that learning.
How would you know if your employees 'faces/look in the classroom' are engaged?  
Here are ways to ‘LEAD’ them to the engaged look you want.
1.  Using simulation exercises related to Emotions and Memories.
2.  Using simulation exercises related to real-life experiences (reflection moments)
Note: You can use board games, cards, pictures, quizzes, music, movies. When you do this you will be Activating VAK (Visual, Auditory, Kinesthetic)
The Look will then be:  'EXCITEMENT FACE, HAPPY FACE, ASKING QUESTION FACE, I WANT TO KNOW MORE FACE & COLLABORATION FACE'


Until our next reading article, 

Assessing if the NEED of our Training Program is correctly identified

Dear HR, Training and L&D teams,

Assessing if the NEED of our Training Program is correctly identified

Yes, we know the need is there, that’s why the TNA was done in advance.  But my question is what if the TNA that you have done was correct at that point of time, but did not serve the needs later on. 

So here are some assessment points for you as a HR, Training and L&D person to think about.

1.       Was a need assessment conducted again before the training program is to start its course of work (looking for trainers, thinking of the contents, rethinking of policies that can change after the program, etc)
2.       Were performance indicators (training effectiveness methods) established? If so how were they established and who was involved? (is this quantitative and qualitative data?)
3.       Will your training content you intend to do, be fitted towards the current ‘learning maturity growth’ of your employees? (maybe its too basic or maybe its to advance)

Tools to use for you to constantly think on your Training Programs:
·         5Wifes and 1 Husband (5W1H) – What, Why, Where, Who, What, When, How


Until our next reading article,
Have a good weekend.

Monday, 16 April 2018

2 Tips to KNOW: Are you an Invisible L&D/ Training/HR person?



Dear HR, Training & L&D Department,


2 Tips to KNOW: Are you an Invisible L&D/ Training/HR person?

L&D, Training and HR Champions does lots of operational work for the company but my question to you is, is your task/projects being recognized from the top as a change driver to the business that will increase more profits to the business?  If you don't know and you would like to know how to be visible to the top management, here are some ideas:

1.Start thinking of your training programs as a business.  Your participants are your customers. Hence as a customer you need to be tip top not just in operational duties (module designing, trainer sourcing, training rooms, food, level 1 and 2 evaluation data) but you need to also think from a strategic point of view. 
Ø  Start with:

a. Identifying how employees are already developing and then enabling whatever technology or content that involves
b. Partnering with other human capital functions, as well as line managers, to ensure that experience-type learning is happening
c. Ensuring that systems and processes make it easy to find expertise in the organization and don’t hinder communication 

2.  Re-engineer your Vision and Mission of what are your end ROIs after programs are done.

Ø  Start with:

a. Trainings not to be just Level 1 and 2 but BEGIN with Level 3 (project based training) – Contact TLMM, if you wish to have a simple Level 3 system.
b.  Re-look into 7S McKinsey model and map out your Vision and Mission in this manner.
c. Start having discussion groups and make sure you Speak Like a PRO.  Don’t mumble away as you are in charge of training and you are supposed to be wiser than everyone else.  If not no point you are in charge of training right?

When you do this 2 process steps, you will be made visible very soon.