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How Training Managers Can Use Self-Development to Improve Their Programs
Libby Mullen from BizLibrary presented on developing competencies for effective program management. She discussed nine characteristics of effective program management including needs assessment, aligning goals and metrics, and gaining leadership buy-in. Mullen outlined the seven competencies of a training manager related to program management, soft skills, and business acumen. She provided a framework for gaining leadership buy-in that involves identifying needs, creating goals and metrics, and using reliable data.
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How Training Managers Can Use Self-Development to Improve Their Programs
- 2. Presenting Today Libby Mullen Directorof Talent Development & Learning Culture BizLibrary
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- 7. • Seven competenciesof a program manager’s personal development • How to align your own goals and metrics to your company’s goals for improved results • A framework to gain respect and buy-in from leadership for your training program What we’re going to discuss today!
- 8. Nine Characteristics Effective Program Management Needs Assessment/SkillGaps Alignment Goals and Metrics Leadership Buy-in Relevancy Creativity Marketing and Communication Post-Training Reinforcement
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- 10. Program Management Soft skills Activelistening Coordinating with others Managing people Problem solving Business acumen Who would you want to learn from at your organization? List three people in the group chat!
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- 12. Step 1. IdentifyNeeds Step 2. Needs Analysis - Collaboration/discussion with key stakeholders - Business acumen - Deep understanding of how the business runs
- 14. Work Backwards Breakdown ofLibby’s Training Manager Program Active listening Coordinating with others Managing people Problem solving Business acumen
- 15. Business Challenges What businesschallenge am I trying to solve? If my training is successful, what will that success look like? Understand the Process What process am I trying to affect? How is that process run today? How is that process helping us get closer to our strategic goals? Stakeholders and Initial Impressions What stakeholders have key insights into this business challenge? Where do they think the problem exists? Diagnosis Where do I think the problem exists? What is my reasoning? Implementing Training How can I use my training program to help solve this business challenge? How will I measure my success?
- 16. Competencies: Evaluating Performance Identifying Needs Createa List of Goals Develop Metrics+
- 17. Here are afew tips to improve your skills! #1 Remember That Correlation Is Not Causation - Don’t jump to a conclusion too fast - Leadership gets weary of over-exaggerated ROI claims - If numbers increase or decrease, it is not all on you!
- 18. #2 Feel Freeto Experiment “If X behavior changes, then Y result will change as well.” A training goal is essentially a hypothesis. Here are a few tips to improve your skills!
- 20. Leadership Buy-in • ProgramManagement • Identify Needs • Develop Goals and Metrics Skills you need:
- 21. #1 Make APlan What & Why? • Identify the perfect timing • Learn more about your leader • Think about the environment • Will others need to be involved?
- 22. #2 Keep yourstatistics reliable and believable
- 23. #3 Using aframework “Good (morning/afternoon), I was hoping I could take five minutes to run through some numbers with you and seek your guidance on our next step. Our last training effort was focused on (add a competency), and with enough work, it was successful. After talking to (stakeholder who was involved), we noticed that (behavior that changed), and because of that, (benefit that your training had on your company). Our next focus is going to be (add your next competencies to train here). However, we will need (add your ask here, for instance: time, more budget, communication to staff, etc.). Our goal with this event is to (add benefit to your organization). Can we count on your support with organizing this training?”
- 24. Key Takeaways • Howto combine the nine characteristics of a great training program and the seven competencies of a training manger to identify competencies that you and your business align with. • The three areas to focus on with self-development: program management, identify needs, and develop goals and metrics. Leadership buy-in encompasses all of them. • A three-step process to gain respect and buy-in from leadership for your training program, make a plan, use reliable data, and create a framework.
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- 26. FREE EBOOK: UnpackingKirkpatrick In this ebook, we’ll cover: • The four levels of training evaluation • Best ways to use the Kirkpatrick Model • How to align your training outcomes to business objectives Download this ebook!
- 27. Learn How BizLibraryCan Help Your Organization! Let us know through the poll or survey if you'd like a free customized consultation with one of our product specialists. www.bizlibrary.com
- 28. Thank you forattending! Libby Mullen Director of Talent Development & Learning Culture BizLibrary