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Chef Training: Your Ticket To Endless Possibilities
Let’s face it: cooking is not an easy thing. But then, it is not that complicated either. With the right stuff and the right training, you can head off boasting like a chef that knows its craft.
Hence, whenever somebody has taken good cooking...
How to Deliver Training and Development that Delivers the Desired Business Outcomes
To be competitive and to remain a player in today’s 24/7 knowledge driven business world requires that your employees be thoroughly trained to deliver the best customer service both to your external and internal customers. The old 19th and 20th...
Personal Training: 5 Easy Steps to Sanity on the Road
If you have been a personal trainer for any length of time - or any fitness professional, for that matter - then you know what it's like to spend a lot of time on the road. For trainers who work with their clients in homes or a geographic mix of...
Small Manufacturers Avoid Costly On-site Training in Material Resource Planning
Small manufacturers face the same challenges as larger manufacturers without the financial depth to resolve the same issues. The result has been that some of the technologies that allow mid-sized and larger manufacturers to achieve efficiencies have...
Training Your Customer Service Organization
According to a new survey carried out by Alliance & where ID_NUM=9270; Leicester, one in five small business owners view tax as their greatest concern. The Chancellor has announced in his last budget that companies with profits below œ10,000...
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How to Save Money on Training
1) Use a live instructor. Adults learn best by doing, practicing, and experiencing. Effective instructors customize their programs to meet people’s needs, provide counsel on individual challenges, and respond to questions. Videos, CDs, and E-learning are seldom effective for primary learning. Since the greatest cost of learning is the payroll cost of the participants, you want to make sure the program delivers results.
2) Hire external experts. They can speak candidly about crucial issues related to complex work skills. They are free of prior encounters with your staff. And they bring a fresh, outside perspective based on a worldwide view (instead of an internal one). Those who specialize in one skill area have developed extensive knowledge. Ideally, choose one who has written books or published articles.
3) Include accountability. Work with the instructor to develop a review and reminder process. Plan follow-up sessions to check on progress applying new techniques. Ask your staff to select one change that they plan to make and describe how they will apply it. Then monitor the application of changes being made. Include learning as a dimension in
performance reviews.
4) Support learning. If you’re the boss, set an example of active learning. Attend the workshop. Then use what you learned. Encourage others to apply the new skills and reward those who make a special effort to do so. Also, recommend articles, books, and other materials that support the training program. Create a work culture that recognizes learning as the key to excellence.
5) Buy smart. Match the type of program with desired skills. Use employees for proprietary operations, routine procedures, and high volume (more than 50 sessions/year) tutorials. Select programs that teach skills required to meet company goals. Buy programs that show practical techniques (instead of facts and trivia) delivered by experts who use what they teach.
About the Author
IAF Certified Professional Facilitator and author Steve Kaye works with leaders who want to hold effective meeting. His innovative workshops have informed and inspired people nationwide. His facilitation produces results that people will support. Call 714-528-1300 or visit his web site for over 100 pages of valuable ideas. Sign up for his free newsletter at http://www.stevekaye.com
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