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From NetSpeed Leader Volume 23, June 2005
Have the CEO or General Manager announce the training solution and explain to attendees the difference between
facilitation and training. In the training itself, tie the examples to business objectives and be real, be honest with
attendees: allow them to disagree and give examples of where you have failed in the past. Then be sure to effectively manage
the follow-up online sessions so you get the best reinforcement result possible. And, we find that morning sessions work
best—less chance of employees being pulled away.
Get excited! You are going to have a lot of fun!
Patrick Garnett
Training Manager
Mintel
The key to the success of the program is the support of the participants’ managers. Develop a partnership with them to 1)
help set expectations for the sessions; 2) reinforce the skills in the workplace; and 3) give you feedback about the actual
training experience.
Barbara Blonz
Manager, Training & Development
Blistex
The biggest success factor for me is knowing my audience so I can better anticipate their needs. It helps that I have
established relationships with many of our learners. Knowing my audience includes understanding why they are there—not only
what they want to learn, but whether they came on their own or with “help,” and what skill gap they're trying to address.
After several years of offering these programs, we're focusing now not only on getting people in the seats, but also ensuring
that the right people are in the seats, that is, those who will derive the most benefit from the content, environment, as
well as the combinations of co-learners. Our learners have told us from the beginning that the opportunity to meet and work
with others across the campus is ultimately the greatest benefit of these programs, so we have now made that an explicit goal
of each session.
Nancy Nieraeth
Training Specialist
University of Puget Sound |
