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Research shows that optimal learning transfer takes place when participants can relate new information to their real-world work environments. That means making a direct link between relevant content and real-life experiences.
Lorna’s customization process identifies productivity gaps and translates mission-critical skills, behaviors, and concepts into relevant applications on the job. The goal is not only to create performance improvement and effective cultural change, but also to deliver learning that lasts. Targeted, relevant content backed by management drives desired results.
From information gathering to execution, Lorna Riley partners with you throughout the development process to create relevant, targeted training that drives sales results. Here are a few of the resources put to use for customization:
Observations, Interviews, and Information Resources
- Field observation of appropriate participants: top producers, managers, executive team, service staff, team members.
- Interviews and or surveys of staff trainers and program developers.
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Interviews and or surveys with sales representatives, support staff, team members, and managers.
- Existing materials where appropriate:
- mission/vision/values statement
- meeting agenda/invitation
- training programs-table of contents
- sales tracking reports
- articles about your organization
- key product brochures
- special promotions/campaigns
- strategic plan/objectives
- service measurements
- annual report
- sample performance appraisal
- organization chart
- association newsletter/magazine
- service standards
- business/marketing plan
- job descriptions
- staff/organization newsletter
- feedback tools
- customer/member newsletter
- service recognition programs
- list of awards/contests
- recognition programs
- existing sales tools
- other training department resources
Outside Information Resources
- OTC Learning Solution's resource library (books, audios, videos).
- Existing OTC Learning programs
- Latest statistical on-line information and research.
- Information/tools from leading associations, including NSA, American Management Association, and American Society of Training and Development.
CLICK HERE for a complementary evaluation of your customization needs.
Off-the-Shelf Learning
Is it appropriate to offer non-customized training at times? Yes. We call this off-the-shelf learning. There are occasions when people need to become familiar with concepts at broader levels (i.e. communication skills, negotiation skills, presentation skills, assertiveness, time management, personality styles, etc.) Even so, Lorna still relates the concepts and role-plays to on-the-job applications, complete with participant action planners.
When is off-the-shelf learning appropriate?
- When learning objectives need not align with organization-specific strategic initiatives
- When a variety of experience or participant skill levels will not impact the effectiveness of the program
- When generic role-plays provide sufficient opportunity for processing information because the principles are universally applicable
- When the skills needed are important to performance measures, but not essential to specific mission-critical initiatives.
- When you need training fast!
CLICK HERE for a complementary evaluation of your off-the-shelf training needs.
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