firing sally field: best practices in employee development
DESCRIPTION
My "Early Edition" session from the 2013 HR Indiana Conference, which qualified for strategic credits from SHRM: What's the best way to show your training programs had the right impact on the right employees, at the right price - and were properly aligned to your strategic initiatives? How do you report thsoe results to senior managers and staff in a way that inspires them to participate in the employee development process? This session has the answers. It exposes the flaws inherent in many employee development programs - and the damage they cause for your staff and customers. The focus then shifts toward how other time-tested techniques - built from 10 key questions and a 4,000-year-old storytelling pattern - will supercharge your training efforts and keep your focus fixed on employee performance.TRANSCRIPT
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Best Practices in Employee
Development
Firing Sally Field
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Which one of these movie titles
best describes your training career
right now?
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4
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=
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Ask the right questions...
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Who is your biggest client?
What results do they want?
What keeps them awake at night?
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Training
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Good morning!
Hey, Pat is really struggling with the new system.
He’s also having some issues with sales.
And with customer service.
Got a few dress code problems, too.
He blew up at a team member yesterday.
And has come in late all this week.
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So...
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He’s gonna need some more training.
A two-hour sales class should do it.
Squeeze in there something about service & dress code & attitude & PC skills, too.
We’re gonna need that pretty quick.
But not on Monday or Friday. Staffing!
And can you do those online instead of at HQ?
Or just put him back through basic training?
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Thanks!
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16
If there was a problem,YO I’LL SOLVE IT.
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Training
Resources
Priorities
Commitment
Communication
Standards
Incentives
Time Management
Capability
Job Design
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But never ask this:
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“What are your training needs?”
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“Exactly what kind of exercises do YOU want to do, sweetie?”
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Trainer
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Paycheck Improver
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My goal is to help you hit yours.
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KEEPYOURBOSS’SBOSS
OFFYOURBOSS’S BACK
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Earn andK.P.P.
management and S.M.E. support.
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BusinessLearning
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BusinessLearning
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1 cup
?7
questions
+
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Cause?
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Training
Resources
Priorities
Commitment
Communication
Standards
Incentives
Time Management
Capability
Job Design
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KPP
now?
ractice?
erform?
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0
10
20
30
40
50
60
70
80
90
Learning
% Use % Value
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“Knowledge is power.”
-Sir Francis Bacon
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Knowledge is cheap.
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He never said that.
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“The end of knowledge is power...
the scope of all speculation is the performing of some action or thing to be done.”
-Thomas Hobbes
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PowerKnowledge isn’t
Performance is
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Help them fail forward fast.
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Nobody learns to ride a bike in a classroom.
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Building the next generation of leaders
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More? Less?
Different?Better?
SubjectMatterExperts
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They don’t hate training.
They’re jealous that you’re doing it.
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Game-ify the S.M.E. Experience
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51
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“You like me, right now,
you like me!”
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High ‘smile sheet’ ratings translate neither to learning nor to high performance on the job.
“Are You Too Nice to Train?” Training Magazine, 8/2006
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92 of 96 FORTUNE 500 CEOs want to know the business impact
of L&D programs.
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Only
8%get that data now.
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$156 billion
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$52,000,000,000
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Bad training is the largest ongoing industrial accident in human history.
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We can do better.
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FIRED
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Tell their story.
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Aim for their room.Not yours.
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Yoda nailed it.
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Fight for their place at the table.
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Help thembe a hero.
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Help themsave their world.
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Help thembe a legend.
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