Joseph Wong’s Post

Thank you Joseph Wong for sharing the 3 aspects of Training. In continuation of your post, I would like to share a few essential pointers about #Training that both employee and organization should be aware of: 1. What is Training? ◾ Training is a learning process designed to enhance skills and knowledge in specific areas. ◾ It can be delivered through various methods like workshops, courses or online platforms. 2. Why is Training Important? ◾ Training is crucial for both individual growth and organizational success. It helps employees acquire new skills, stay updated with industry trends and improve performance, leading to increased productivity and efficiency. ◾ For organizations, investing in training contributes to talent development, employee satisfaction and overall competitiveness. 3. Why Should Employees Attend Training? ◾ Employees should attend training to improve their skills, advance their careers and stay relevant in their roles. ◾ Training provides opportunities for personal and professional growth, empowering individuals to reach their full potential and contribute effectively to the organization's objectives. 4. Tips to Encourage Participation and Motivation: ◾ Highlight the benefits: Emphasize how training can enhance job performance, lead to career advancement and contribute to personal growth. ◾ Offer incentives: Provide rewards or recognition + certification for participation and successful completion of training programs. ◾ Make it relevant: Tailor training sessions to address specific needs and challenges faced by employees in their roles. ◾ Foster a learning culture: Create a supportive environment where continuous learning is valued and encouraged. ◾ Lead by example: Demonstrate your commitment to learning and development by participating in training programs yourself. 5. Post-Training Insights: ◾ After training, evaluate its effectiveness by gathering #feedback from participants and assessing improvements in skills and performance. ◾ Use this data to refine future training initiatives and ensure ongoing development. Moreover would like to add: ◾ Training is not just a checkbox; it's a #strategic investment in organizational growth and individual development. ◾By fostering a culture of continuous learning and feedback, organization not only empowers its employees but also drive sustainable success for the organization. #TrainingAndDevelopment #SkillBuilding #ContinuousLearning #Empowerment #LearningAndDevelopment #EmployerBranding #EmployeeEngagement #ProfessionalGrowth #AttractTopTalent #OrganizationalSuccess #CHRO #EmployeeRetention #Leaders #EmployeeSatisfaction

⚖️ The results are in! Last week, I ran a poll on the best time to do training. Is it better to train Well in Advance? Or Just in Time? Even I'm shocked by the results!! 😱😱 ⏰ Just in Time - 64% 📆 Well in Advance - 21% 🔮 Other - see comments - 15% The comments were telling, with some suggesting a little from Column A and a little Column B, an overview or the basics of the tool in advance but then just in time for in-depth, and rightly pointing out you may have to do the training all over again. This is exactly what I covered in my blog post today titled "This or that? My best advice for picking the best time for training". Hit the "Visit my website" button above and head to my blog to read all the pros and cons of training Well in Advance vs Just in Time... there might even be some benefits and consequences you've never even considered... especially if you're in the "Just in Time" camp like the majority seems to be! Thanks to everyone who participated in the poll and see you over at my blog. 😊 Lata xx

Five(5) Factors that could be a reason why you get tired quickly with your training.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

📢 Let’s Talk Training!📢 We’ve all been there—tasked with providing training at work, often on a one-on-one basis. It’s straightforward enough, right? But what happens when you need to train a group of adults? Or an entire department? Or even a global organization? Feeling the pressure yet? 😰 It might sound daunting, but there are strategies to make this process smoother for you while ensuring your learners receive effective and efficient training. That’s why I’m excited to introduce a recurring series:  "DO SOMETHING GREAT: Training for Non-Trainers". In this series, I’ll share valuable insights on how to deliver top-notch training that you can implement immediately. You’ll walk away looking like the shining ⭐star⭐ you are. --Follow Me--To elevate your training game to new heights and stay tuned for tips, tricks, and techniques to transform your training sessions from basic to a blast! Here is the first article: Stop Before you Start https://lnkd.in/gSBeFuAa

Research says that how we interpret information depends on our prior knowledge and experiences. We all come with a past and want to learn in order to build our future. Our Train-the-Trainer programs take that into account and also teach evidence-based training so our trainers know what the research says and can implement great trainings.

The latest update of training Material

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.