Final Milestone IT520

Author Note

This paper was prepared for IT-520 Technical Communications, Milestone 2,

Assignment, taught by Patti, Paul.

Training Communication strategies

  There are various communication strategies I would incorporate in training the mobile division management team. First is listening whereby I would expect the team and the trainers to actively pay attention to each other so that the communication cycle is complete. Without listening communication is useless, and therefore all parties would comprehend all responses regarding messages being passed across during training. Listen would include understanding a dispatch and be able to form knowledgeable and coherent response (Marks et al. 2002). Otherwise, the training would not be a success. The second strategy would be feedback. I will expect the trainers to convey their information in a manner that the team members will give feedback or even ask questions. Team members are expected to ask for clarity whenever something is not clear. Trainers should demand feedback from the trainees to assess whether they have gotten the concepts.

Observation strategy must also be used. Some of the concepts in Mobile Division management may need more than just training through word of mouth. Trainees should come up with practical or situations that the trainees should observe as a way of learning. Observation is also a very important part of communication (Marks et al. 2002).

Trainers should also use a language that the employees understand best. Language and choice of words used will have an impact on the effectiveness of the training. The trainers must use a language and words that trainees closely associate with.

Training collaboration strategies

One of the collaboration strategies that would be effective in this kind of training is the three-step interview. This can be used at the beginning of the training and towards the end as trainees give their reactions and hypotheses to the training (Jordan & Troth, 2004). The team members can be divided into sub-teams where they would ask and have discussions by themselves. In these sub-teams, they can share the insights they have after every training session or some sessions.

Another strategy would be assigning tasks to teams. Once a team is given a topic to discuss or an activity to undertake they must work together to deliver. During such events, they will automatically have time to bond and collaborate more.

Finally having a conflict resolution plan would enhance collaboration for such a team. Conflicts and disagreements make team members draw away from each other. However, with a plan in place, conflicts will be easily solved enhancing collaboration between team members during and after training (Jordan, & Troth, 2004).

Training Methods

Various training methods would be effective in training the mobile Division management team. The first one would be demonstration-based training whereby trainers will be required to use the visual displays about mobile division (Cascio, 1989). This method is very effective as trainees can understand better and remember concepts they were trained about.

Interactive methods would work for this case. This is whereby trainees don’t just and listen to the trainers; they are made to participate (Cascio, 1989). This method would involve team members by giving them a chance to ask questions and get answers, get them into groups where they can hold discussions, having demonstrations and giving trainees’ roles which, they can act out. This method is good since it keeps trainees more engaged and thereby more receptive. It also makes training more enjoyable and they enable trainees to give feedback about the whole training

Computer-based training would also be effective for such a team. The trainees must not be physically present; training can be done on computers from wherever they are. It would be good for the trainees since they would be required to implement it in their day to day tasks.

References

· Cascio, W. F. (1989). Managing human resources (p. 251). New York, NY: McGraw-Hill.

· Jordan, P. J., & Troth, A. C. (2004). Managing emotions during team problem solving: Emotional intelligence and conflict resolution. Human Performance 17(2), 195-218.

· Marks, M. A., Sabella, M. J., Burke, C. S., & Zaccaro, S. J. (2002). The impact of cross-training on team effectiveness. Journal of Applied Psychology, 87(1), 3.