Alice Faron

Reveals how a group of health professionals was successfully taught to become quality trainers. Setting up workshops; Characteristics of adult learners and their instructor; Application of dynamic learning experiences; Feedback session to a videotaped presentation.

PoofYoure a Trainer

“I think we need to train better!” I’m guessing if you are in the talent development field, you have heard this statement or one with a similar message before, right? More than once, you say?When I was new to talent development, I would often take a defensive stance to this statement even if it wasn’t directed to me. What I soon realized is that this statement is wielded with insufficient information more times than it is leveled accurately. And that is OK! After all, “training” can mean many things to many people, and much of that understanding is in the eye of the beholder. It’s our job as T&D professionals to help orient and educate the “beholder” on what they really mean. But before we can do that, we first need to educate ourselves.Observations, experience, or level of knowledge can lead people and organizations to summarize the answer to pain points in their company down to “training.” Before we can develop a solution to a problem, we as the SMEs of learning in our companies need to help members of our organizations—ourselves included—by taking a tactical pause and walking through a needs assessment.In Alice in Wonderland, Alice asks the Cheshire Cat, “Would you tell me, please, which way I ought to go from here?” You may recall the Cheshire Cat’s response and remember that for Alice, it doesn’t matter which way since she doesn’t know where she is going, nor where she should begin. The lesson? As I learned in the ATD needs assessment training, you must take a methodical approach to knowing where you are and where you want to go to determine the best way to achieve the desired result.Reaching the goal in our fast-paced, microlearning-driven, “I-want-to-learn-when-I-want-to-learn” world means knowing your audience and knowing the need. Focus groups, surveys, observations, and individual interviews—and understanding the pros and cons to each—will equip you here. Just as important as understanding your audience, you must also know and understand your organizational and performance needs to help identify solutions. Making sure that the training strategy aligns with the corporate strategy will go a long way. Not doing these things can send you down the wrong path and result in missing the target altogether.One of the valuable things I gained from the ATD needs assessment training was the confidence to help others navigate through the change process. Recognizing the challenges we face with resources as a company has helped me proactively guide learners and mitigate unnecessary discomfort they may experience from the results and integration of the needs assessment process. If you recognize members of your organization, or even yourself, at times standing in front of a Cheshire Cat asking, “Which way ought I go?”, I would say the answer is clear—and it does matter which way you go. The way is through the ATD Needs Assessment Certificate program.

First, Know Where You Want to Go

There’s been an excessive amount of chatter in the industry about the science of learning. So how do you cut through all the talk and get straight to the action—to the information that will change what you do the next time you sit down at your desk or get up in front of a classroom? At ASTD 2014, we’re proudly launching the Science of Learning Community of Practice. In this community, you’ll find content that is streamlined and facts-based, supported by rigorous research in adult learning—content that is sure to make an impact on the way you work. We encourage you to check out two outstanding sessions in the new Science of Learning track at ASTD 2014. Shawn Andrews, EdD, the senior manager of global training and compliance at Allergan, will host Emotional Intelligence and Leadership: Implications for the Career Advancement of Women. Andrews, who has more than 20 years of leadership experience in the pharmaceutical industry, will present her dissertation research on the leadership gap between men and women.First, a review of the facts: Women comprise more than 50 percent of the workforce. They make up more than 50 percent of middle managers and more than 50 percent of those with professional degrees. However, only 14 percent of those in executive-level positions are women, and only 3 percent in the top spots at Fortune 500 companies. Andrews will explore the factors contributing to this gap, showing how men and women are raised in “different cultures,” and how this carries over into the workplace. And, while it turns out that gender has no bearing on emotional intelligence, men and women do possess certain attributes and competencies that are considered gender-specific. Taking this research into account, Andrews will present practical EQ strategies for career advancement—for women and men. She’ll also discuss case studies of organizations that have successfully promoted the career advancement of their female employees, so you can also take away best practices in diversity and inclusion (D&I). For those interested in adopting neuroscience principles for their e-learning programs, Alice Kim and Carol Leaman will host Leveraging the Latest in Brain Science to Deliver the Next Generation of E-Learning. Alice Kim, postdoctoral fellow at the Rotman Research Institute, a premier international center for the study of the human brain, and Carol Leaman, CEO of Axonify, will discuss three key areas of research that are expected to affect corporate e-learning. Kim and Leaman will demonstrate how the latest learning technology solutions are based on neuroscience; and furthermore, how companies are applying research in this field to their learning offerings. This session will be a game-changer for those intrigued by neuroscience’s promising implications for e-learning, but are unsure of how to harness this (somewhat intimidating) area of expertise. Alice KimASTD is very excited to introduce ASTD 2014 attendees to the Science of Learning with these and other sessions in the Science of Learning track. We believe developments in neuroscience are shifting how learning and development practitioners approach their work—and how they are perceived by their organizations. We’re here to help you learn these evidence-based practices, adopt them for your unique situations, and improve your own performance as well as that of others. Join more than 9,000 of your learning colleagues from around the globe in Washington, D.C., May 4-7, 2014, to share best practices and insights at the ASTD 2014 International Conference & EXPO.

Alice Faron

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