Implementing Training In Your Business

Training

»Creating an environment for learning and subsequently a culture of education begins with you as leaders and managers within your organization.

» What? ˃What is a culture of learning, what does it

look and feel like?» Why? ˃Why is this important, how will it affect

my business» How?˃How can this be implemented˃What tools and resources are available

» What

˃A business environment where learning is intentionally approached, encouraged and rewarded. Skill training and talent management must be viewed as investment, not as an obligation.

» Why» “In today’s economy, if your business isn’t

learning, then you are going to fall behind.”» We are in the people business- we offer 2

things˃Talent˃Expertise

» Knowledge is a sound investment!

» Why» Knowledge is a sound investment

˃ Improve Performance+ Diversity in product knowledge increases top line revenue+ Improved productivity

– Increased output– Decreased errors

˃ Attract and retain talent+ Quality employees want to work where they are cultivated+ Hiring and firing/replacing is expensive

˃ Nurture Innovation+ Creativity & intellectual growth drive employees+ Stay ahead of competition

˃ Better serve Customers+ Meet their needs more broadly or thoroughly

» Why˃ Financial Impact

+ People and Bottom Line Study– 2 yr period– 3000 employers

> Proved comprehensive approaches to people management perform better than those that don’t.

> 10% investment in ‘people management’= $2,568 increase in gross profits per employee!

> 14% reduction in turnover> 10% increase in productivity

» How

˃Conduct a needs analysis˃Gain buy in˃Re-evaluate learning models˃Communicate expectations˃Track and Measure Results˃Reward

» How˃ Needs analysis

+ Really an outcome analysis- what results do you desire+ Identify strengths and weaknesses+ Focus on processes rather than products, even people+ Focus on business objectives

What’s going to change in my business or in the behavior or performance of my employees as a result of this training, and

how is it going to help my company?

» How˃ Gain buy in

+ Self- Some times the hardest sell is yourself!+ Management– Across the board, all leaders should be invested

and involved+ Staff- They will be the recipient–Must ‘see’ the visions and understand the

intended results–Will play an active role, both delivery and

receiving info– Enforce when necessary

» How˃ Re-evaluate learning models

+ Lecture style learning is so yesterday!+ 70% of what you know, you learned informally

(arguably more!)–More is ‘caught than taught’» This goes for both good and bad behaviors

+ Create scenarios that foster ‘teachable’ situations+ Interactive models+ Leverage technology

» How˃ Communicate expectations

+ Product of the needs analysis+ Expectations and intended results should be

clear and concise–By learning ‘x’ I believe ‘y’ will occur

+ Communicate schedule(s)

» How˃Track and Measure

+What gets measured, gets done+Participation isn’t enough, evaluate

results–Repeat until results are achieved

» How˃ Reward

+ Build compensation plans, bonuses and ‘gifts’ based on–Business needs»Utilization of learned skills

+ Coach to results when needed+ Reassign when necessary

Throwin’ Darts

» Execute in your business˃Assume they retained nothing!

+They will be rusty!+Correct ‘bad habits’+Fundamentals are crucial!

» Execute in your business˃ Perform your needs analysis

+ Basic Install Training– 5 Core Design Elements

+ Sales Process– Delivery– Paper flow procedures

+ Shop/Truck & Job Site Organization+ Advanced/New Product

– Commercial– Animation– RGB– Greenery Upgrade

+ Management Cultivation

»Execute in your business˃ Establish a schedule

+ Calendar these sessions+ Timing is important+ Sip of water more effective than a firehose!

˃ Communicate expectations and desired results

˃ Assign Responsibilities+ Who will assist the training–Admin support–Content delivery

» Execute in your business˃ Planning

+ Select a location–Does not have to be a “class room”

environment+ Sample House– Install does not have to be start to finish»Elemental- Break up by design element»Work in stations

> 1-2 per design element

» Execute in your business˃ Resource allocation

–Materials–Printed aids–Computer/ display–Outside guests

˃ Time Allocation+ Balance with business needs+ “On the job”

» Execute in your business˃ Deliver Content

+ # 1 attribute of a great trainer is confidence in skill.

+ Make presentation notes+ Anecdotes+ Rely on others where you are weak

» Resources˃ Corporate Training Events

+ Conference+ Regionals+ Quick Start Trainings+ Webinars

˃ Resource Materials

» Resources˃ Corporate Training Events

Regional Trainings

» Resources˃ Corporate Training Events

+ Quick Start Trainings–Foundational knowledge that every franchise

should participate in.–Hosted @ CDI’s Training Facility»Aug 18-22»Sept 8-12»Sept 29- Oct 3»Oct 20-24

» Resources˃ Corporate Training Events

+ Webinars–Approaching 100 total»Marketing» Sales»Product» Install»Management» LightRight

> All sessions recorded and posted for re-broadcast

» Resources˃ Resource Materials

+ Online QST–40+ hours of content»Classroom»Field »Shop, field and warehouse organization»Take down, storage and removal» LightRight

All available on The Intranet

» Resources+ PowerPoint Presentations & Handouts–Any formal presentation is yours for the

taking–60+ hours of material–Can be customized to suit your

needs/market–Training documentation forms–Hand outs–Quizzes

All available on The Intranet

» Best Practices1. Invest in your most valuable resource, you staff2. Gain organizational buy-in3. Conduct a needs analysis4. Communicate expectations and desired results5. Use resources at your disposal, they are many !

Questions?

» Greg ShultsDirector of Field Ops806.283.9371greg@thedecorgroup.com