Client:

Honeywell-a leading manufacturer and supplier of automation and control solutions, components and materials

 

Objective:

Design a program which would enhance the capability of technical experts to create and deliver participant-centered Six Sigma training for the employees of Honeywell. While the existing program design was sound, the need was to jump start the technical community to redesign training materials and create a cadre of engaging trainers

 

Solution:

With the company objectives at the forefront, a results-based design approach was used to create a foundation of business reasons for this training, buy-in from key stakeholders, performance expectations and adult learning theory.    

 

Results:

For the trainers alone, some of the feedback consisted of: “I have never been taught how to train. This was very eye-opening to me. This course has enabled me to be a better trainer”. Another said, “I was prepared to sit at the table and catch up on my email and just listen every now and then. I realized that this training would impact the way we do things in my organization. I didn’t open my Blackberry until breaks or the end of the day”

Client: Clear Channel Communications- diversified media company consisting of radio, TV and outdoor advertising.

 

Challenge: To take training to the next level and improve delivery techniques and content of already successful training for field managers who train on areas of HR.  The Bob Pike Group came recommended from the IT department as the ‘best out there’.

 

Solution: A trainer development program that focused on improving retention with new tools, techniques, delivery methods and working with different learning styles. Establish a baseline of understanding among the training team regarding training excellence and define what good looks like for presentations and training.

 

Results: the HR presenters/facilitators have increased confidence. There are guidelines to develop the training to increase effectiveness and an excitement to improve the training and the materials.

Client: National Seminars Group-one of the most respected names in seminar training in North America

 

Challenge: To upgrade the customers’ experience by getting the seminar trainers to apply participant-centered elements.

 

Why The Bob Pike Group: The stakeholders appreciated the clarity of purpose to the concept of participant-centered training and the blend of modeling key concepts with clear detail as to the reason for specific elements and research to support their effectiveness.

 

Results: The evaluation average for the last three months of 2007 was 5.69 on a 6 point scale.  The first two weeks of the new-year since the meeting have produced an average of 5.81. Numerous customers have said this is the best event they ever attended. Trainers report the new elements are generating more involvement and enthusiasm. It is clear they are committed to the Pike philosophy.  

Client: AGCO-a world leader in the manufacture, marketing, and distribution of agricultural equipment

 

Challenge: Getting new trainers, whose only presentation skills were tied around PowerPoint slides, up to speed to present at a National Training Event.

 

Solution: The manager of the AGCO Academy, who had seen The Bob Pike Group the year before exposed the team to the participant centered methodology by making the presentations engaging and ‘get in the trenches one on one with the people we are training’. Create more focus on accelerating learning than on content dumping

 

Results: After the training with The Bob Pike Group and before the National Event, the trainers were challenging each other on creative ways to improve their presentations. Never had AGCO heard trainers get so excited about presenting. 

Client: US Navy- Norfolk Naval Shipyard

 

Challenge: Trainers were presenting versus teaching making the training boring and causing workers to not want to come to training

 

Why The Bob Pike Group: After attending an ASTD one-day session, it inspired the staff to attend Bob Pike’s annual fall conference where it became apparent there was a need to get additional buy-in for a two-day workshop on-site to incorporate the participant-centered methodology.

 

Results: While there is an immediate application of techniques and increased excitement toward the trainings, the results are still being measured.