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Activities other than training?
Training & Organizational Development
Activities other than training?
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I am working on a project to define activities a person could do to develop in a certain area rather than taking a course. This would be around Leadership, teamwork etc... any thoughts on where I migh
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Forums » Topic Forums » Training & Organizational Development » Activities other than training?
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Activities other than training?
posted at 4/12/2001 11:37 AM EDT
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Posts: 1
First: 4/12/2001 Last: 4/12/2001 |
I am working on a project to define activities a person could do to develop in a certain area rather than taking a course. This would be around Leadership, teamwork etc... any thoughts on where I might find some materials on this? (other than take a course) |
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Activities other than training?
posted at 4/16/2001 12:48 PM EDT
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Posts: 13
First: 3/29/2001 Last: 12/24/2003 |
Have you considered a mentoring program? Back in the dark ages we had something called OJT ... on the job training. I think mentoring would be something similar.
The next thing would be to assign reading, like Steven Covey's works. Courses do allow for interaction with others who have been where you are going and establish networking so that a person can have contacts when they need to talk something through. courses usually provide the latest information and allow the person to travel paths that might not be laid out otherwise. |
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Activities other than training?
posted at 4/19/2001 2:19 AM EDT
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Posts: 3
First: 4/19/2001 Last: 4/25/2001 |
I got a book from Personnel Decisions Inc in Minneapolis when I got a certification in their 360 assessment tool. It's called "The Sucessful Manager's Handbook". It's a comprehensive listing of topics, tips, and resources on all types of learning activities - some of it is seminars available in the world, but most of it is more self directed kinds of ideas. You might try contacting them. |
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Activities other than training?
posted at 4/22/2001 7:07 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
I'm trying to understand the reason behind "rather than taking a course". Is it because of funding? Do you not have individuals in-house that could facilitate training?
Training should not be looked at as an expense - it's an asset! Covey is great, but I think you need to look at what your organization wants and how much they are willing to put into it. |
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Activities other than training?
posted at 4/24/2001 4:20 PM EDT
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Posts: 1
First: 4/24/2001 Last: 4/24/2001 |
I have found in our organization, the best way to learn, is to tackle real problems your company is facing. Assemble a group of people from different divisions with different aspects of the problem. The group should be no more than 5 people and you need a good "non threatening" facilitator. People network, get a concept of the global issues and usually the problem gets solved. This is not a gripe session. People need to know that their talents are being used to solve the problem. I also find it good to mix the group with senior employees and new hires. |
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Activities other than training?
posted at 4/25/2001 3:14 AM EDT
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Posts: 3
First: 4/19/2001 Last: 4/25/2001 |
A reason that I advocate development activities beyond "taking a course" is so the learner take take/show some initiative. Depending on the developmental need being addressed, classroom isn't always the best approach. That's why there is mentoring and all that other stuff. |
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Activities other than training?
posted at 5/8/2001 9:18 AM EDT
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Posts: 9
First: 3/8/2001 Last: 7/20/2002 |
I helped a client put together a list of professional development activities for a performance management handbook.
The managers would use this list during an employee's performance appraisal and suggest developmental activities that the employee could do to improve his performance in certain areas. The employee was expected to initiate these on-the-job activities, which included reading a specific book, asking a coworker to help with a project, doing research on a particular topic, or joining and participating in a professional organization. To come up with a list of activities, think about the resources that are available on the job, in the organization or through the employee's profession. Audrey Choden Training by Design Designing practical solutions for job-specific training needs (913) 432-7414 http://www.trainingbydesign.com Contributing Editor - Training and Development http://www.suite101.com/welcome.cfm/training_and_development |
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Activities other than training?
posted at 5/8/2001 11:17 AM EDT
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Posts: 2
First: 5/8/2001 Last: 5/8/2001 |
Have you considered employing the services of a coach? A coach would work one-on-one with the employee to help him/her determine their strengths and weaknesses, and then build on the strengths and enhance or compensate for weaknesses. Coaching is a great way to help the employee learn new skills as well as to fine tune, or apply, skills he or she already has. For most, it is much more effective than classroom learning. One difference in mentoring and coaching is that coaching provides the employee with an objective person outside the organization. In some cases, this allows for a more honest self-appraisal by the employee. If you're interested, I would be glad to discuss further. |
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