Friday, 7 July 2017

HR, Training & L&D Departments should be Masters of Change. Not Victims.

Dear HR , Training and Learning & Development Heads,


HR, Training & L&D Departments should be Masters of Change. Not Victims.

Being the change yourself in HR, Training and L&D is a tough journey.  You need to work within your boundaries. IF YOU DON’T CHANGE, in the end you will just be one of those many people that follows what has been done and will never make an impact or a shift in thoughts. 

TLMM has a clear vision of helping many HR, Training and L&D teams to empower their thoughts and think differently rather than just being a 'follower'. 

Here are some tips I wish to share with you that you can make a change in the areas of sourcing and hiring the right trainers and training providers for your company:

ü  When screening for a trainer:
1. Don't start with making sure content is crystal perfect.  Because content is just content.  The trainers can cut,  paste, copy from any book you read or online.
2. Start first by screening the trainers practical experiences  & really knowing their proven credibility.  
3. Once that trainer is found, content follows in the 'making' (customizations).

ü  When aligning your goals and visions for your learning methodologies and content:
1. Think and act strategically, not just tactically and operationally. 
2. Find, define, and justify valid and any objectives based on performance data and on empirical evidence.
3. Use and align three levels of planning and results: societal/mega, organizational/macro, and individual/micro.

ü  When gathering data for the right content needed:
1. Collect needs (not wants) assessment data and use that for deciding your choices of where to head, what you do, and what you deliver; needs are gaps in results not lack in means and resources.
2. Select the right tools, such as Lean Six Sigma, balanced score cards, e-learning, learning objects, for measurably improving performance based on needs assessment data. Don’t start with a solution before you know the problem.
3. Be rigorous about evaluation and continual improvement to assure that you and your organization adds value within and external to your organization. 

When you have certain plans set for your L&D department, your stakeholders and immediate bosses will be able to allow you to be the Master of Change. 

Masters of Change are only trusted ‘well enough’ for big changes; when they (your stakeholders/immediate bosses) see you are doing small bits of changes within your confined boundaries and winning that arguments with a proper justified case of solid data.


We all need to develop Intuition


              Dear HR , Training and Learning & Development Heads,


 We all need to develop Intuition

 We all need to develop intuition.  What more you are the leader of HR, Training and L&D.
 Yesterday, we had a very good webinar session on our topic above. For those who have missed this  session, here are some great points for you to adopt and learn together.

1.      Understand our Brain activity level and then learn why you are reacting as such
-          Know if you are left or right brain first
-          In summary you need to have 50% left and 50% right

2. Understand that after getting an intuition you need to converse this through a proper communication process
-          A conversation is a process that has 3 parts to it.  Its an Introduction, Content and Closing

3.      7 points of sustaining and developing intuition
a.    Recognize that intuition exist. – we all have it.  The fact is do we know it?
b.   Have silence and observation moments – during your 8 hours of workday, find timewhy not your lunch time?
c.   Search for signs outside of you – there can be signs that you see maybe during your way back home in the car
d.    Dedicate time to listen to yourself – keep calm and listen to your heart
e.    Ask the correct questions – start with HOW can I …
f.     Take Immediate Action  -  ACT on your intuition thoughts
g.    Believe totally in yourself (after asking the question) – let go and receive

Friday, 30 June 2017

HR, Training & L&D Departments should be Masters of Change. Not Victims.

Dear HR , Training and Learning & Development Heads,


HR, Training & L&D Departments should be Masters of Change. Not Victims.

Being the change yourself in HR, Training and L&D is a tough journey.  You need to work within your boundaries. IF YOU DON’T CHANGE, in the end you will just be one of those many people that follows what has been done and will never make an impact or a shift in thoughts. 

TLMM has a clear vision of helping many HR, Training and L&D teams to empower their thoughts and think differently rather than just being a 'follower'. 

Here are some tips I wish to share with you that you can make a change in the areas of sourcing and hiring the right trainers and training providers for your company:

ü  When screening for a trainer:
1. Don't start with making sure content is crystal perfect.  Because content is just content.  The trainers can cut,  paste, copy from any book you read or online.
2. Start first by screening the trainers practical experiences  & really knowing their proven credibility.  
3. Once that trainer is found, content follows in the 'making' (customizations).

ü  When aligning your goals and visions for your learning methodologies and content:
1. Think and act strategically, not just tactically and operationally. 
2. Find, define, and justify valid and any objectives based on performance data and on empirical evidence.
3. Use and align three levels of planning and results: societal/mega, organizational/macro, and individual/micro.

ü  When gathering data for the right content needed:
1. Collect needs (not wants) assessment data and use that for deciding your choices of where to head, what you do, and what you deliver; needs are gaps in results not lack in means and resources.
2. Select the right tools, such as Lean Six Sigma, balanced score cards, e-learning, learning objects, for measurably improving performance based on needs assessment data. Don’t start with a solution before you know the problem.
3. Be rigorous about evaluation and continual improvement to assure that you and your organization adds value within and external to your organization. 

When you have certain plans set for your L&D department, your stakeholders and immediate bosses will be able to allow you to be the Master of Change. 

Masters of Change are only trusted ‘well enough’ for big changes; when they (your stakeholders/immediate bosses) see you are doing small bits of changes within your confined boundaries and winning that arguments with a proper justified case of solid data.


Tuesday, 6 June 2017

THINK: 8 Thinking Routines you can use in your workshops

Dear HR , Training and Learning & Development Heads,

Good evening.
This quarter, I will be writing on THINKING articles, I hope you enjoyed my last article on ‘how to think and plan for your programs’.

This week I will teach you what you can emphasize to your trainers that can encourage your participants to THINK during the entire days of the workshop you do.


THINK: 8 Thinking Routines you can use in your workshops

-RECALL
Encourage your participants to recall a situation they encountered. (the process of thinking will encourage your participants to develop their understand on a pass behavior or past action in relation to the objective of the training module)

-COMPARE DIFFERENT VIEW POINTS
Encourage your participants to find out what other angles can they think off?

-REASON WITH EVIDENCE
Encourage your participants to think the reason of ‘why they think it so’?

-MAKE CONNECTIONS
Encourage your participants to understand ‘how does this fit’ with what is being said

-UNCOVERING COMPLEXITY
Encourage your participants to dig what lies beneath the surface of whats being discussed

-DESCRIBE WHATS THERE
Encourage your participants to tell what is there and notice it now.

-BUILD EXPLANATIONS
Encourage your participants to explain in details what is going on here

-CAPTURE THE HEART & FORM CONCLUSIONS
Encourage your participants to think of whats at the core or center of whats being discussed.


You can use any type of the thinking routines not just for training programs but for meetings, discussions etc. 



THINK: How do you plan for your next quarters learning programs?

Dear HR , Training and Learning & Development Heads,

THINK: How do you plan for your next quarters learning programs?

Planning for Next Year?  Things to THINK ABOUT apart from just relying on your TNA. Here are some Malaysian tips based on the case studies we have. 
Hope you do practice this.

1.
Should I conduct a 2 days training comparative to a development program?
Solution:

a.      Understand firstly Who are your participants?
-          Find out their maturity in learning.
o   Have they already been exposed to knowledge and skills upgrades before this.
o   Are they independent themselves when making decisions or leading teams
o   Are their performance gaps you had identified reduced over the years or it has increased in different contributing factors

Adult Learning in Malaysia – our culture
-          In Kebangsaan schools we are not thought to think and be proactive.  We are all spoon-fed. SO how in the world are we able to remember all that is learnt in 2 days training?

Adult forgetting curve – Each of us has different types of memories. According to Ebbinhaus study on the Forgetting Curve, its researched that humans tend to forget of what they have learned in a matter of days or weeks unless they consciously review the learned materials (in this case we need Level 3 assessments – assignments, coaching, test).

Cost Saving Programs
THINK, THINK, THINK
In Year 2017 and Y2018, market conditions are going to be tough.  Companies are reducing manpower and becoming lean to save cost and increase productivity and keep on selling to sustain during the upcoming downturn.  So what can we do as L&D, HR and Training Heads?
-          THINK BIGFocus only on programs to drive higher volume of sales for your company.  Focus only on helping your strategic heads, production staff and front liners upskill their knowledge and competitiveness to make business more excellent holistically.
-          Find only the type of programs to reduce cost, and improve front liners skills and if possible how to rectify behavioural changes within a 4 months turnaround time.


How to be more Valuable to your Company?

Why:  TLMM has found out many training hods and executives are being job rotated or asked to leave as the department is closed down.  Training Managers had been given the resignation letter or VSS to leave.

Solution:

Don’t do the same thing that you have been doing.  You have to proof to your company that you are very valuable to them.  Do more projects for your company and present more reports and data to them.  Show them you can do it!! 

HOW?  Maybe:  Study your learners maturity level in understanding facts.  With this data its easy to know how to spot a successor or spot a person that may need to be promoted.



Maturity of your Organization in areas of LEARNING (5 areas to know)

Dear HR , Training and Learning & Development Heads,

Ask yourself this question:
-          Why are my training programs not being recognized as a successful program by the management?  I did all the work, found the right trainers and even there is proof to show the effectiveness of the training is achieved.  But how come its not impactful to the organization holistically?

If you would read my previous article, I touch based on Tips to Build a Learning Community, and I shared about maturity growth of employees which I wish to explain in this article.


Maturity of your Organization in areas of LEARNING (5 areas to know)

In our Malaysian reality – when I studied more HR/Training departments in KL area, I realized that the approach is they assume things about learners (rather than do an actual learning audit on their maturity towards what learning has happened for them and can do for them).

So do you really understand the maturity of your Organization in areas of LEARNING? Let me share with you.

-Study the Organization dimensions (business objectives and priorities)
-Study the Delivery dimensions (measure ability to implement a learning strategy)
-Understand the Performance support dimensions (study the systems that are available to support)
-Study the Evaluation dimensions (study the skill level required by your organization to implement an  evaluation and quality control structure)
-Finally analyze the strategies (identify your organizations expectations and whether your training programs is in line with the corporate strategic plan)

How to slowly build a Learning Community to Improve TRAINING ROIs

Dear HR , Training and Learning & Development Heads,

Please don’t go stuffing down training programs just because your TNA says so!!

If your employees are still slow in adapting to your learning programs, they have not changed…etc.., its time You need to relook at some strategies. (Go back to your drawing board)
One simple step I can share with you is to start with asking these questions:  Are your employees LEARNING MATURITY AT A LEVEL you are happy?

Let’s bring back learning maturity to our Malaysian employees…here are some tips from TLMM that we like to share with you based on my own  expertise of 17 years of research in this training industry.


How to slowly build a Learning Community to Improve TRAINING ROIs

-People needs to understand their own learning styles first- Do a Learning Survey to diagnose learning capabilities your people have.
Test there learning styles & thinking skills -  through simple surveys (ask us the assessment, and we can share this with you -  FREE of course)

- Formal workshops - change the classroom methodologies to more on using Games, Mobile APPs (Augmented Glasses) or Cards.

- Develop HODs to love learning and make them your advocates (so they are committed to love learning first).  Use interventions as book circle readings and sharing the book to others (implement this method as knowledge sharing)  in other words we are indirectly forcing them to READ!

 - If Training KPIs are not formalized yet, cultivate Best Learner of the Year Award – This can be based on the merits (credit points) the trainer can partner with you together for each program through points systems

-Showcase Latest Learning Products (e.g. Brain Games, Augmented Reality apps etc. – Have an Open Day)
- Set up booths of different learning technology.  Get your employees interest to show off fun learning products. No need to buy from vendor.  Gather survey from their observations here

- Get employees to enroll freely into a Digital Space Technology (there are many open source sites you can enter for FREE)
- Invest in a ESpace that you can store all the relevant training materials, training videos etc.