Change Leadership Resources

When a knowledge/skill deficit is at the root cause of a performance issue, training, education, and performance support systems are typically the appropriate interventions. 
Change Leadership Resources can provide your organization with extensive practical experience with all aspects of training design, development and evaluation.  We also offer a limited number of off-the-shelf training programs.

Training Design

Develop Learning Objectives

A critical first step in the design of any training is to identify the learning objectives, or the knowledge/skill expected upon completion of the training.  Learning objectives are derived from the desired on-the-job performance described in the Performance Analysis (Measure) phase.  Every learning objective includes the desired trainee performance (behavior), the conditions necessary for performance, the cues that initiate the performance and the standards for the performance will be identified.  The learning objectives may be grouped in hierarchies, and also grouped into a logical sequence and suggested modules.

Select Development Methods/Media

Once the learning objectives are known, criteria can be developed to help your organization select the appropriate methods/media for enabling the necessary performance.   Considerations may include budget, timeframe, criticality of performance, and other factors.  The available media and methods fall into the following categories:

- Job Aids / Performance Support Systems / Mistake-Proofing (Poka-Yoke)
- Self-Study / Asynchronous eLearning
- Formal On-the-Job Training (OJT)
- Internal Classroom  / Synchronous eLearning
- External classroom (college, seminars, etc.)

Once the learning objectives are known, methods for assessing the achievement of the objectives can developed.  Entry level skills tests, pre-tests, embedded quizzes and post-tests are all useful tools for ensuring effective, efficient training.  The methods and media for the assessments may be different from the methods/media used for the training.  For example, paper-based self-study materials may be used for training, but an on-line system is used for an exam.  Considerations will include budget, timeframe, regulatory and record-keeping requirements.  Assessment development typically includes:

· Identification of the learning objectives to be evaluated
· Development of test items for each objective that may include performance demonstrations
· Identification of resources required to create conditions and initiating cues specified for each learning objective
· Exam banks – typically utilizing commercially available software applications
· Assessment policies and procedures compliant with national and local laws as well as existing labor agreements

A note on Kirkpatrick Level II (Learning) Evaluation

Many organizations are hesitant to include testing as a part of their training programs, sometimes for valid reasons.  However, it is critical to take steps to ensure that the necessary learning took place prior to releasing the participants back to the workplace.  While success at Levels II is not a useful predictor of success at Level III or IV, failure at Levels II is a reliable predictor of failure at subsequent levels.  Therefore it is important to establish a plan to assess “learning.”

Exam Validation

While steps are always taken to ensure the reliability and validity of any exam, some situations require formal exam validation and documentation.  If necessary, this can be arranged.

Training Development

Instructional Design

Training is no longer viewed as a discrete event, but as a continuous process that requires the engagement of management and may necessitate the development of Performance Support Systems, Self-Study, and On-the-Job Training as well as traditional training courses.  Today, effective training requires not only employing adult learning principles, but incorporation of Web 2.0 technologies, such as wiki’s, blogs, and other social media.  
Change Leadership Resources can design programs that will achieve your performance goals while ensuring that the participants enjoy a great learning experience.  We can also help you manage the outsourcing of eLearning development, should you choose that option.

Design and Conduct Formative Evaluations

Pilot implementations prior to roll-out are essential to ensure that the materials being developed will meet the training specifications, schedule and budget.  Formative evaluations typically include:
· One-on-one evaluations of new training material with experts
· Small group evaluations with mixed audience (target + expert)
· Large group evaluations with target audience (if possible)

Develop Training Management Plans & Processes

In many cases, the infrastructure and or processes necessary to manage a training program are not in place.  Change Leadership Resources can help you:
· Develop training facilities specifications
· Establish record-keeping procedures for trainees and for training materials
· Learning management system (LMS) selection criteria and evaluation processes
· Develop criteria and identify qualified instructors/vendors to conduct the training

Develop Training Evaluation and Monitoring Plans

Training is a process, and like any other process you must takes steps to ensure that it is repeatable and reliable.  Many organizations go through the motions of post-training surveys, but gather little useful information, and do little with it.  A well-designed Kirkpatrick Level I (Reaction) evaluation process is highly recommended for any training program. While success at Levels I is not a useful predictor of success at Level II or III, failure at Levels I is a reliable predictor of failure at subsequent levels.  Therefore it is important to establish a plan to gather, monitor, analyze, and react to, this data.  Typically post-training surveys or follow-up interviews are used to identify factors that may have limited the effectiveness of the training.

Training Delivery / Facilitation

If necessary, Change Leadership Resources can provide an instructor facilitator for programs that we develop with you.  We can also help you develop your own training staff (Train-the-Trainer).  Additionally, we offer a limited number of training programs that can be implemented with minimal modifications.

Off-the-Shelf Training Programs available from Change Leadership Resources:

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