Career development – conducting a needs analysis

After a coach in Singapore for the past 15 years, it was somewhat surprising to me that many organizations do not have the opportunity to choose their training.
Why would an organization know?
• Have you clearly define your objectives in developing a training program
• You save more time in selecting a potential training provider
• Are you sure that the results and identifies
• You can justify why you chose your provider
• your training progress can more easily chart
If they are needed for training is, you should really pay attention to the following areas:
1. What problems do you have in the organization? or if you think you have no problems …
2. What goals do you want to achieve for your business?
3. How long have you training?
4. What measurement system do you want?
What problems do you have in the organization?
I have people who really intend to have on organizational matters. Of course, the best person to talk, not just one person. For a fair picture of the problems in hand, it would be preferable to speak a variety of people. However, if you have already conducted a staff survey, it is clear what are their main complaints. These problems are often segmented into two parts. The first part is a skill that must be the coach needs. After all, if your staff is unfamiliar with legal procedures, or parts of companies, training is a must. The second part is a matter of culture and attitude. In reality, companies know too little training or consultants really know how the change in attitude and culture. If you’re in a discussion about this, please talk to my corporate training division.
If you have any difficulties, is to launch a study for the use of the organization and propose some ideas on how to obtain a better image of your company’s training needs as possible.
Overall, here are a couple of training needs that we often hear:
li> conflicts between service through ineffective communication;
• inexperienced new leader, but intelligent;
• Insertion of morality;
• Productivity must be increased, but do not know how;
• the need for help for staff to develop life skills in general;
• allows employees to create value;
• Awareness of potential hazards in the workplace
• … and the list goes on
How long have you training?
The training of managers in the company to withstand a bit. You know very well that a good education, the amount of time factor, but never want to feel that it saves a lot of time, as some training centers will be one of the values are held weekly games actual content.
Personally, my rule of thumb is simple. Given a clear set of skills you need at least half a day to cover a skill. Mostly relate to the number of powers a company wants too broad. For example, to resolve inter-ministerial conflicts often requires the following question:
• ability to empathize and put in a different position
• the ability to ask questions in a way that allows us to understand the other person feel, not to compromise
• Ability to clarify this point with another person
• Ability to stressful situations by building effective relationships diffuse
• Ability to read for someone else
• ability to consider the style of a person’s personality in communication, especially in stressful situations
• and more …
So we have to cover the six competencies. You need some form of benefit (eg skills, the ability to put in another position improves), which are recognized trademarks. What is most important to you, if you only 2 days because it takes at least 3 days to teach, demonstrate and measure.
If a non-substantive features, including a training team, he must demonstrate at least two days with strong measures to enable collaboration and communication within the team.
What measurement system do you want?
Ah … my favorite subject. There is a poll after the training, which is great for an immediate return on training, but says nothing about the effectiveness and transfer of learning. Back at the office, a segment of the seminar participants still coaching (1) to their memory, which can be applied to update workplace, (2) to better support new capabilities. Training seminars are not a substitute for coaching!
The problem starts when you realize that there is no risk of transmission. I mean, honestly, how do I know if your leaders to get across, what I learned? You must give me more power for this measure. For example, adding a requirement for them a particular task, which is evaluated in its annual performance assessment to be completed. Peg or perform certain skills the way you a raise or promotion. To ensure that these are done, you need a wider range of measuring instruments and systems. Some of them will require more time to implement, but it is essentially the most efficient transfer, plus the cost of this measure.