T is for Training @ #ATD2019 Monday Monday Final Edition – Meet, Talk, Repeat.

So today at #ATD2019 for the show was awesome. Here goes the bullet points of my day:

Sat in on the Chad Udell @visualrinse presser about his book  Shock of the New. Hope to have him on the show to talk about his work including how you can use his 30 question rubric to help you evaluate your organization and how technology can be used by your organization.

Sat in on the Paul Smith (@paulsmithatd) discusses his new book Learning While Working which focuses on successful training while in a particular position.   His interview will be coming up on the show soon.

After lunch and some time in a session by Bob Pike (@bobpikectt) where he trained some trainers. And did so with style and humor. Paul Signorelli @trainersleaders has the notes about that session and a session with Jamie Millard/Frank Satterwaite authors of the book Becoming a Can-Do Leader. If we are lucky we will get them on an upcoming episode of the podcast.

Then a string of great serendipitous interviews with:

• Paul Meshanko (@paulmeshanko) about the keys to respect. An organization were the employees respect each other is a more productive workplace with an engaged workforce not focused on their limbic brain. That two part interview will be up soon.
• Ken Phillips (site to come) talked about evaluation and how to build a strong evaluation tool and his work on the 12 questions to effectively evaluate the transfer of learning. He taught me that what I don’t know about evaluation would fill several volumes. Two parts up soon.
• Dr. Chan Lee (@hrdream) from Seoul National University talked about AI and that AI won’t take away jobs but allow job restructuring to free workers from mundane tasks.
• Dr. Claretha Hughes and I talked about the intersection of talent management and technology and how companies can keep their people if they treat them like technology. Her most recent book is called Workforce Inter-Personnel Diversity: The Power to Influence Human Productivity and Career Development.
  

I was truly lucky to meet such a group of smart and engaged people today. I do need to clean up some sound, including two different breaks for convention center unexpected furniture movement.

We will be talking about some of these subjects on the next episode of T is for Training this Friday at 2pm ET.

T is for Training @ #ATD2019 Monday Monday 2 Paul Smith @paulsmithATD author of Learning While Working

Paul Smith (@paulsmithatd) discusses his new book Learning While Working which focuses on successful training while in a particular position.   I was lucky enough to hear his briefing and record an interview with him.  That interview is coming up soon on this same @tisfortraining station.

NB — This is an edited stream of consciousness note taking.  This only scratches the surface of the book.

Many places treat OTJ (On The Job) training as an episode of survivor, sink or swim.

Organizations should treat OTJ training just like regular structured training.  It should have consistent goals and outcomes just like a successful n or outside of the traditional classroom setting.

Known objectives work to keep younger learners engaged.  Keep them in the drivers seat with upfront objectives shared at beginning of job cycle.

Good SOTJ (Structured On The Job) training program builds on a specific job role not the whole company. if there is just a sink or swim training mentality, the good people leave after four years.

Best to have specific tasks not just general Know excel but know how to x in excel.

There are two things that all good SOTJ training programs have:

Number One:

Sit down with specific role and identify specific and measurable things to be considered competent.  Doesn’t matter the size of the job.  Both learner and organization must know specific tasks to ensure learner success.  This list is a living document, not set in stone for eternity.

Must be specific measurable competencies in a position.

It can be a painful but beneficial journey to make organization position skills consistent throughout an organization leaving room for customization and local enhancement.

Once you do that you go to Two which is:

How do you know that they are competent?   Must evaluate observable output so someone else can evaluate position competence.

Don’t think of On The Job Training as that but think of a  competency based training.  While there is a place in the workplace for classroom training, job specific training is different from the information dissemination class training experience.

OTJ should be competency based learning to help you the worker establish a sense of competence in what you need to know to successfully do you job.   Use the measurable items to determine success of training and program.

You can use a competency based learning program that is completely  organized and viewed up front can be used as a recruitment tool.

Mentors love the list of competences so there is a consistent training foundation and expected outcomes with the benefit of helping a mentor guide the learner leading to project success.

What makes a good program works is accountability   Somebody must monitor and measure so the job gets done.  The employee has a list of measurables, the mentor has list, then there is an independent development coordinator to meet with the learner to evaluate the measurable items and what they have successfully completed in time x and what hey plan do to in the near future.

T is for Training @ #ATD2019 Monday Monday 1 – Chad Udell, @visualrinse Shock of the New briefing notes.

Here is my report of the press briefing of author Chad Udell (@visaulrinse) discussing his book Shock of the New.

Some notes:

• The book is platform agnostic.  The tech and evaluation is important not the container.
• The book has a 30 question rubric to help you evaluate your organization and how technology can be used by your organization.
• Budget in Learning and Development should include money for R and D of new technology and how it can be leveraged in your organization to promote better employee engagement.
• Organizations need build the capability of its workforce.
• 10 years from now the workplace climate will be as different as our homes are now compared to 10 years ago.  Smart devices, connectivity and seamless knowledge access are becoming the norm not the exception in places.

Very approachable and accessible person, so I am assuming that his book is just as approachable and accessible.

Looking forward to a longer interview on T is for Training in the near future.