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Training Trends
Training & Organizational Development
Training Trends
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
What is the latest trend in Training? Yes, I know that Steve Covey, Tom Peters, Ken Blanchard, etc. are all still effective training forums.
I'm looking for the "new" direction in management traini
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Forums » Topic Forums » Training & Organizational Development » Training Trends
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Training Trends
posted at 3/31/2001 8:54 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
In HR, Stephen Covey is stil the trend (at least in Canada). If you're looking for something stretching farther than he does (assuming you have digested and encompassed his beliefs) try the Internet.
Don't look too far beyond - you really might miss something. Read Covey again, hard to believe you're looking for something else. |
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Training Trends
posted at 4/3/2001 1:42 PM EDT
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Posts: 2
First: 2/26/2001 Last: 4/3/2001 |
The content of Covey is good, but we need to improve the process of development. A good book that highlights this concept is Results Based Leadership by Norm Smallwood, John Zenger and David Ulrich. We are experimenting with a technique called we are calling outcome based training. We look at the business outcome first (yep, straight from habit #2 begin with the end in mind) and then we are aligning people's motivations with the organizations and teaching the employee how to use a concept called personal leadership. It is exciting and would love to chat more about your frustrations and concerns. |
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Training Trends
posted at 4/4/2001 2:14 AM EDT
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Posts: 1
First: 4/4/2001 Last: 4/4/2001 |
I agree with the idea presented by dbryce regarding the focus on the business outcomes. It is important to consider what training is appropriate for your target audience to achieve their business objectives. If the latest training trend is not relevant to your organization's objectives then it is of no value to you. If you were to look at training needs at the individual level, you might consider the following process:
1. Identify the knowledge, skills, and motivations needed for indivdiuals to succeed on the job. 2. Assess and diagnose these knowledge, skills, and motivations in your target audience. 3. Create a development plan for each individual against the areas outlined in step 1. Look for trends across the target audience for organization-wide talent gaps to determine organization-wide training. 4. Create a process where progress against the development plan is tracked/monitored. 5. Reassess training needs after completion of the development plan. A new book has just been published that provides more detail to this approach. Information can be found at the following web site: www.ddiworld.com/growyourownleaders |
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Training Trends
posted at 5/8/2001 11:25 AM EDT
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Posts: 2
First: 5/8/2001 Last: 5/8/2001 |
I'm curious to know what you guys think about the ideas expressed by Peter Senge in The Fifth Discipline. I recently did a paper on it, and it seems like great stuff to me. I just wonder how well it works in reality. Is anyone familiar? |
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Training Trends
posted at 6/4/2001 12:27 PM EDT
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Posts: 2
First: 6/4/2001 Last: 6/4/2001 |
Senge's ideas are exceptional and requires a tremendous commitment from the top for resources, $$$, and support. I've not come across an organization whose bottom line is to transform their culture and way of doing business as described by Senge. |
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