Designing a Training Program VIDEO #1 The Levels of Learning - - PowerPoint PPT Presentation

Designing a Training Program

VIDEO #1 The Levels of Learning Framework

1. Levels of Learning 2. Designing and Running a Training Needs Analysis 3. Building an Individual and Overall Training Plan 4. Running Exceptional Training Sessions

Jacob Aldridge Real Estate business coach Real Reach Co-Founder 18 years industry experience j.aldridge@businessdepot.com.au

INSPIRATION Knowing why you want to change Add Advisory Skills Training & Mentor EXECUTION Implementing this properly DESIGN Knowing what to do

Unconscious Incompetence Conscious Incompetence Conscious Competence Unconscious Competence

INSPIRATION Knowing why you want to change Teaching Someone to Drive EXECUTION Implementing this properly DESIGN Knowing what to do

DRIVING A CAR

Growth Planning Management Reporting Brand Channels & Marketing Product Design Culture Change Readiness Relationship Skills

INSPIRATION Do I know Why I need this skill? DESIGN Do I know What I need to do? EXECUTION Am I implementing this properly?

Designing a Training Program

VIDEO #2 Conducting a Training Needs Analysis

• Create a long list of skills you want to measure and develop across

the team

• We recommend some business growth, operations and admin skills

(eg, Brand, Sales, Software)

• We recommend including some culture and life balance skills
• Whittle your long list into a manageable amount.
• Depending on importance of training in your business

(Roughly 20, but can be up to 30)

• Use the skills matrix template to create a personalized skills matrix

Marketing Referrals Listings Buyer Mgt Sales MyDesktop Culture Work-Life Rhythm

INSPIRATION Do I know Why I need this skill? DESIGN Do I know What I need to do? EXECUTION Am I implementing this properly?

• Hand each team member a printed copy of the Training Skills

Matrix you have created.

• Explain to them the 3 Levels of Learning
• Walk them through colouring each of the balloons
• For example, for Culture you may have a good idea WHY this is important (Level 1 is

Green) but not know WHAT you need to do to manage a Culture (Level 2 is Red)

• Have them mark their skills honestly at each of the 3 Levels
• Green = Doing this; Yellow = Early Application; Red = Not Yet

• Once you go Red, you can’t go back. You can’t be Executing a skill

without knowing WHY or WHAT to do!

• There is no need to go to Level 3 for every skill
• Once coloured, have team members circle the 3 Balloons they

want to focus their training on now

• Lastly, have each team member write their name and the date on

the top of the sheet, and hand them back to you

• Review each individual’s responses. Have they been honest with

themselves about ability and which skills to prioritise? Adjust accordingly.

• Create an overall Skills Matrix for the business by using an average
• f everyone’s scores
• Rank the different Skills in order of the most requested training
• Create a training plan – internal, external, formal or not – for how

you plan to develop these skills at these levels

• Communicate this plan with your team

Designing a Training Program

VIDEO #3 Building an Individual and Team Training Plan

Review and Prioritise the list of most requested Training INTERNAL EXTERNAL FORMAL

#1 Top Priorities The most in demand skills #2 Skills Better Delivered by a 3rd Party (eg, Conference) Personalised Needs

INFORMAL

#3 Personalised Needs delivered through Mentoring #4 Lower priority skills Individual Agent responsibility

Marketing Referrals Listings Buyer Mgt Sales MyDesktop Culture Work-Life Rhythm

INSPIRATION Do I know Why I need this skill? DESIGN Do I know What I need to do? EXECUTION Am I implementing this properly?

INTERNAL EXTERNAL FORMAL

#1 Listings Culture #2 MyDesktop

INFORMAL

#3 Buyer Management #4 Work Life Rhythm

• Schedule: Weekly / Fortnightly / Monthly?
• Prioritise: What Training in What Week?
• Assign: Who will deliver the training that week?
• Preparation: Prepare, and support your team to prepare,

exceptional training sessions

• Feedback: Have the team provide feedback after each session –

what worked well? what could be done differently?

• Review: Every Quarter / Six Months / Year, conduct another

Training Needs Analysis. Track the development of each team member’s skills and needs.

NOW: WHY To… WHERE: ACTIONS WHO WHEN

Designing a Training Program

VIDEO #4 Running Exceptional Training

• Have a clear Agenda – what will you cover? what will they learn?
• Set Expectations about length, breaks, interruptions
• Position yourself: Why are you delivering this training?
• Spend time explaining the problem you are solving – why do

participants need to change? Make them feel the pain!

• Run an interactive exercise / show a video if relevant
• Provide details of the solution / improved process.
• Be prepared – great trainers make complex solutions simple
• Run an interactive exercise / show a video if it helps
• Communicate specific actions you recommend
• Reiterate the key points
• Answer any further questions

Manage the Energy of the Room