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
Unconscious Incompetence Conscious INSPIRATION Incompetence Knowing why you want to change DESIGN Conscious Competence Knowing what to do EXECUTION Unconscious Competence Implementing this properly Add Advisory Training & Skills Mentor
DRIVING A CAR INSPIRATION Knowing why you want to change DESIGN Knowing what to do EXECUTION Implementing this properly Teaching Someone to Drive
Growth Management Brand Channels & Product Culture Change Relationship Planning Reporting Marketing Design Readiness 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 of 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 #1 #2 Top Priorities Skills Better Delivered by a FORMAL 3 rd Party (eg, Conference) The most in demand skills Personalised Needs #3 #4 Personalised Needs Lower priority skills INFORMAL delivered through Individual Agent Mentoring 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 #1 #2 Listings MyDesktop FORMAL Culture #3 #4 Buyer Management Work Life Rhythm INFORMAL
• 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 WHERE: To… 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
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