- Custom Training
- Design Consulting
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.
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:
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:
Determine if Training is the Best Strategy
Consider AWA as a framework for determining the need:
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: