Leigh Dudley – Management Library

July 28, 2010March 23, 2023

Cultural Awareness when seeking new clients

Business manager shaking hands with new clients

I am not sure this is a training issue or a human performance issue, but recently I observed a situation where a Japanese firm was looking to do business with an American firm and the American firm was not prepared as they might have been and possibly lost the contract. Before seeking out new clients CEO’s and the like need to do is research.

Research the company you might be contracting with, look at their plant or business facilities see what their standards are for business and manufacturing, make sure you take a look at what type of quality control policies they adhere and aspire to. Then make sure when they visit your facilities that you make efforts to please them, if you find they require documentation of assembly procedures, that the documents are available, and so on. Remember they want to do business with you and your company. Make the effort to show them you are just as interested in their policies and their company. Know who you are doing business with, especially if the company is an overseas or Asian company.

With the global society we live in count on doing business with a foreign country at some point and time and remember to look outside our own cultural boundaries and be respectful of your guests and the outcome will be more successful. Think of the learning opportunities this might be providing and how much your new and potential business will me for employees and your company. Learn about some of the business customs and personal customs that your guest expect and show them you respect them enough to learn about them. I am sure they have done the same for your organization and you.

Leigh

Happy Training….

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For more resources about training, see the Training library.

– Looking for an expert in training and development or human performance technology?
– Contact me: Leigh Dudley (Sassenach Training Services) – Linkedin – 248-349-2881 or 248-277-2966
– Read my blog: Training and Development

July 19, 2010March 23, 2023

I/O Psych link with Performance Improvement

A-male-therapist-taking-notes-in-a-session

When I went back to college to get my BS and MS degrees, I was looking for something I would fit into. I choose psychology with a concentration on behavioral analysis. Then I was looking into MS programs, and social work seemed to be calling my name then I remembered a course in I/O Psych that I loved, so I talked to the professor of that class and fate fell into my lap, I was hooked on Training and Development and Performance Improvement.

The reason I love T/D and HPT are that we as professionals are helping improve performance, business prospects, the bottom line and most importantly and the marriage between behavioral psychology and HPT / T/D because when it comes right down to it, the changes and trainings we develop and deliver are basically behavioral changes. Even when there are environmental changes being made or the plant is being more ergonomically feasible and effective, there are behavioral changes taking place such as a behavior to do things differently and adjusting ones thought processes or even priorities are behavioral in nature.

I strongly urge people in the HPT and TD profession to examine behavioral psychology theories to help develop programs that are more effective and address the problems with personnel behaviors. I think that putting some behavioral psych techniques into our classroom trainings and change management programs will in the short and long terms improve performance and make the ROI of our programs improve.

This is just food for thought let me know what your thoughts and anything topics you’d like to have covered here.

Happy training and enjoy your summer…

Leigh

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For more resources about training, see the Training library.

June 15, 2010March 23, 2023

BP – oil spill Training for a disaster…

Warning this may get winded…

Thinking of the recent developments with British Petroleum and the current mess they have made out in the Gulf Coast I thought about how training and development / performance improvement might have been able to help prevent such a disaster from ever occurring in the first place. I realize that this may be an R & D issue but if you think about it, training for a disaster is something that we trainers can help with.

BP and their R & D department could have set up sessions and trained employees out on these wells how to spot a problem at the very start and then how to handle the problem. BP seems to have skipped right over this process, they should have seen a need for 1) MORE R&D on deep oceanic wells, and 2) trained their employees as to each minuscule problem that might arise and prepare well in advance for such a disaster. These processes ought to have been done well in advance of ever trying to drill in the Gulf.

Training can and is necessary for high risk endeavors like this or else we are bound for another disaster and BP will I am sure be at the fore front of the next bright idea. The research indicates that BP has in fact been noted as having one of the worst records in the oil industry and have been found to have a poor safety record, Training would have come into play here too. When are big corporations going to put training and development as a priority and these CEO’s need a course in ethics and research and the advantages of quality control and environmental safety. Training and development play vital roles in hand with R & D and tactical prevention methodology. This disaster should have been foreseen prior to ever setting one massive rig in the ocean.

Another little observation, why is BP now finally willing to look at clean up methods other than their own, This should always be a policy to look for other knowledge and ideas outside the box so to speak, there are benefits to looking around for solutions I think BP would be seen as much more responsible and more ethical if they had a policy to open their eyes and ears for better ideas earlier.

-Leigh and happy training and teaching

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E-Learning and Distance Learning pros and cons

By Leigh Dudley on June 8, 2010 | Edit

This is not my greatest strength, e-learning was not a part of my education and what I have learned is from my own research, however since this type of adult learning approach is becoming such an intrinsic part of human performance I feel I should help point out a few items that have crossed my research eyes…

I think the first and foremost step in the process of developing an e-learning (distance learning) program is to a) target your audience and their technological abilities, b) research and find the easiest LMS program that everyone can have access to, I have experience with Blackboard and Moodle, but there are many out there to choose from. c) make sure you do a tech test of sorts prior to the classroom presentations. and d) follow up and make sure you update and modify your programs often, keeping up with the technology is another important tip.

E-learning is a great way to reach a large array of clients and has become a necessity in the global economic climate – research has proven that it can be an effective way of teaching, keep in mind the 25th Quartile theory when designing an e-learning or distance learning program too. Remember there are still newbies out there and we must adjust ourselves as we teach…

ASTD has many good quality resources for those wishing to learn more about the processes of distance learning and how to become very effective in the design and presentation of distance courses.

Happy research and good luck with all your training endeavors

Leigh

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For more resources about training, see the Training library.

June 8, 2010May 18, 2022

E-Learning and Distance Learning pros and cons

A-lady-lerning-online-and-writing-it-out-with-a-biro

ASTD has many good quality resources for those wishing to learn more about the processes of distance learning and how to become very effective in the design and presentation of distance courses.

Happy research and good luck with all your training endeavors

Leigh

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For more resources about training, see the Training library.

– Looking for an expert in training and development or human performance technology?
– Contact me: Leigh Dudley (Sassenach Training Services) – Website – Linkedin – 248-349-2881 or 248-277-2966
– Read my blog: Training and Development

June 1, 2010March 23, 2023

Training Services offered by:

I am starting the development of my own training company “Sassenach Training Services” I am going to be offering the following services: Needs assessments, Evaluation of training programs, designing training manuals, job aids, and assisting in mentoring program development and some executive coaching. I live in the metro Detroit area and hope to make this company a reality soon. If any one is interested in these services I am more than happy to talk to you. I also am available for companies or individuals to outsource work to. Interested parties can look at my website to see my experience at: http://ldudleytdhptspecialist.moonfruit.com/ also you can access my linked in page at: http://www.linkedin.com/in/dudleyleighymail.

Friday the blog will be on e-learning and distance learning so stay tuned.

Happy Summer 🙂

Leigh

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For more resources about training, see the Training library.

– Looking for an expert in training and development or human performance technology?
– Contact me: Leigh Dudley – Linkedin – 248-349-2881 or 248-277-2966
– Read my blog: Training and Development

May 30, 2010March 23, 2023

Methods of Strategic/Organizational Analysis

Strategic/organizational analysis methods depend on the particular organization. A list of data sources is available for determining training and HRD needs. The list includes the following; human resource inventories (formerly known as manpower inventories), skills inventories, organizational climate measures, and efficiency indexes. Some of these sources, such as efficiency indexes are continuously monitored by many organizations as part of the normal control procedures and the data are readily available. Other existing organizational measures can be used as a basis for performance improvement and training efforts also. Such sources include employee surveys and interviews. For example, the Institute for Social Research at the University of Michigan markets two instruments – Survey of Organizations and Michigan Organizational Assessment Questionnaire – that are supported by substantial reliability and validity data.

Here is an additional list of questions to ask during an organizational analysis:

Are there any unspecified organizational goals that should be translated into training objectives or criteria?
Are the various levels in the organization committed to the training objectives?
Have the various levels or participating units in the organization been involved with developing the program, starting with the assessment of the desired end results of training?
Are key individuals in the organization ready to accept the behavior of the trainees, and also to serve as models of the appropriate behavior?
Will trainees be rewarded on the job for the appropriate learned behavior?
Is training being used to overcome organizational problems or conditions that actually require other types of solutions?
Is top management willing to commit the necessary resources to maintain the organization and work flow while individuals are being trained?

As suggested, organizational analysis can be a critical component of an effective HRD effort. Although it would be optimal to conduct a complete organizational analysis on a regular basis, resource and time limitations often make this difficult. At the very least, HRD managers and professionals should continuously monitor the organization’s environment, goals and effectiveness by taking advantage of information already collected by the organization. This responsibility is increasingly expected of ALL managers and supervisors, as the environment becomes increasingly more turbulent and competition more fierce.

Happy Memorial Day Weekend Enjoy!

Leigh

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For more resources about training, see the Training library.

May 25, 2010March 23, 2023

Assessing HRD Needs

A team of three assessing their HRD needs

Here is a little case study on HRD needs, I thought you might like to do a little challenge and see what answers/solutions you all come up with…Enjoy….

Opening case study – HRD programs can be key components when an organization seeks to revitalize itself and change its organizational culture. For instance, Cathay Pacific Airways is an international airline based in Hong Kong that serves over eighty-five destinations on five continents. In 2003, Cathay Pacific carried over 10 million passengers, and also maintained a considerable cargo operation. Worldwide, approximately 14,000 people work for the airline. A survey in the 1990s revealed that travelers felt that Cathay Pacific service was good, but not as warm and friendly as customers desired. Some even described the service as “robotic.” This led to a reexamination of how the company recruited, trained, and managed its employees.

One major change that Cathay Pacific made was in its in-flight training department. In the past, trainers devised and followed careful lesson plans. This was intended to provide a set standard of service on all flights. However, to increase customer retention, especially among business travelers, Cathay Pacific decided that something more was needed.

Questions: Assume you are a training manager at this airline. First, how would you go about designing a needs assessment for the airline? What methods would you use to design training that emphasized exceptional customer service? Second what type(s) of training would you recommend for flight attendants, if the new goal was to provide exceptional customer service? How might the training programs themselves have to change in order to promote innovation and collaboration among flight attendants, as well as from the trainers?

Have Fun, and Live Large and in Charge…

Leigh

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For more resources about training, see the Training library.

May 22, 2010March 23, 2023

What’s What

A-female-speaker-in-a-training-class-with-staffs

After reading another blog by Carter McNamara titled Are You Doing OD? Training? Consulting? Coaching? All of These? I decided to look at the definitions I had laying around in my paperwork of HRD, T & D and OD and what I consider at least the objectives of all three types of processes, although personally I think the objectives are more training objectives. However I thought it might clear up some of the differences between the three.

Human Resource Development (HRD)

A process developing and/or unleashing human expertise through organization development and personnel training and development (T&D) for the purpose of improving performance at the organization, process, and individual levels.

Training and Development (T&D)

Training is the process of systematically developing knowledge and expertise in individuals for the purpose of improving performance. Development is the planned growth and expansion of the knowledge and expertise of people beyond the present job requirements. This is accomplished through systematic selection, training, assignment, and evaluation efforts.

Organization Development (OD)

The process of systematically implementing organizational change for the purpose of improving performance.

Objectives

Assist an organization in improving job performance through training and non-training solutions.

Analyze employee job effectiveness to determine true organizational training and performance needs

Explore needs assessment and understand its importance in relation to the Human Performance Improvement process.

In the end all three are similar in so many ways, a couple of the reasons I went into training were a) it was a great marriage between T & D and my behavioral psych degree and b) the T & D HPT profession is so diverse you have the ability to work in so many capacities. I thought that was great, I love diversity and the ability to be a lot of things rolled into one.

Happy Training and comments questions concerns and guests are always welcome!

Leigh

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For more resources about training, see the Training library.

May 19, 2010March 23, 2023

Mentoring Programs who do They Benefit and How can they work Better?

Mentoring programs seem to be coming of age in the corporate world and other places such as public and private school systems. Who do these programs benefit? While I was a grad student one of my group projects was to find a way to capture tacit knowledge and find an organization who is doing this. We found through research that mentoring was a perfect way to capture such knowledge. We also found a Middle school who was in the 2nd year of their mentoring program and that it was not working out the way they wanted. So we took them on.

We found that if the teachers had more time together the program would work much better. So we solved that problem by suggesting that all mentors and mentees set aside one hour a week to meet in person at a coffee shop or some other location for coffee and to discuss problems and solutions, and then we also set up a system where the mentees were able to email their mentors with problems or questions they might have. Then they saved all the correspondents between parties and compiled a notebook which was past onto the next set of mentors and mentees.

This mentor program along with others I have researched benefits all parties involved, the reason being that everyone brings some type of knowledge to the table which is then shared. We found a big challenge for the mentors in this school was the technology component. The younger teachers assisted by teaching their mentors computer programs and other ways to make the technology work for them. The mentees were having problems such as unruly students or having problems getting parents involved, the mentors helped in those areas, this program ended up benefiting even the school itself by building better teachers all around. I believe this is true for the corporate environment too. Sharing tacit knowledge especially helps lower costs of training newbees. What a case in support of KM!

As always Happy Training and comments questions concerns and guests are always welcome!

Leigh

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For more resources about training, see the Training library.

May 15, 2010July 15, 2022