How to Move From Training Provider to Trusted Advisor

More training isn’t always the answer. Learn how to address the challenge at hand and prescribe the right solution. It starts by asking the right questions. Then, determine who in the organization will be impacted. Finally, determine the corrective strategy. This is the Performance Solution model that positions you as a trusted advisor vs an order-taker. Your goal is to prove that training makes a difference and has a return on investment.

To get your participants to actively engage in your training session, try this easy opener. Participants that are comfortable with their team are more likely to be open to feedback. 

Download our free Guide here to learn how to increase engagement with your team.

Ask the Right Questions to Determine a Needs Analysis

Ask the stakeholders what the problem is. There are several methods to perform a needs assessment, including surveys, one-the-job observation, task analysis, interviews or focus groups.

There are typically three reasons to look at performance:

• Current Problem
• Opportunity for Improvement
• Future Planning

Determine Who in the Organization will be Affected

Determine who will be impacted by looking at the roles in the organization vs titles. This ensures you’re including the proper audience in your training design.

Determine the Corrective Strategy

Finally determine the best way to change behavior. Training isn’t always the answer. There are five other options to consider before training:

• Systems – some performance issues can be solved by streamlining internal processes. Improving efficiencies may be the answer.
• Organizational Development – look at internal policies and incentives to ensure they’re rewarding the desired behaviors.
• Placement – people are motivated by different things. Make sure the right people are in the right positions for improved productivity and job satisfaction.
• Coaching – this option works well when a few questions need to be answered in order to move an employee forward on a current project.
• Recruiting – clearly define the requirements of the job and its performance standards.

Determine if Training is the Best Strategy

Consider AWA as a framework for determining the need:

• Able to – Have they physically and mentally demonstrated the capability to perform the function?
• Willing to – Have they shown a desire?
• Allowed to – Are the problem factors in the workplace possibly managers who don’t give autonomy for the employees to do the job effectively?

This model helps provide the right solution to the problem. It’s the approach you need to take with every training request that come in.

Help People Learn Twice as Much in Half the Time

The Bob Pike Group has helped 95% of Fortune 100 companies with measurable training and performance solutions. There are several workshop options to choose from:

1. Public Workshops – Choose a city and date that works for your schedule. Experience for yourself our instructor-led, participant-centered approach.
2. Onsite –The Bob Pike Group will come to your company and coach your team. It’s a great way to build teamwork and set clear expectations.
3. Design Consulting – The Bob Pike Group will work with you to customize an Onsite Workshop for your team. This includes high level strategy and facilitation across functional areas to ensure corporate training objectives are defined and carried through. Team members are assessed afterwards to ensure information is retained and applied.