cpm4

Tips for Delivering a Successful Staff Development

1. Environment--Organize the environment so that it is conducive to the kinds of activities the training will include. Be sure participants will be comfortable and able to see all presentations. AND never underestimate the value that thought-out food offerings add to any session.

2. What’s In It for Me?—Help participants to see this right away if not before the training. How specifically will they benefit? How might it make their job easier or more pleasurable, or lead to better things for them (raises)?

3. Set Expectations and Measureable Outcomes—At the very beginning of the session, along with helping participants see how they can benefit from this session, let them know your expectations for during the training and how you will be measuring outcomes after the training. Explain what you specifically hope to see as a result of this session and how you will be measuring it.

4. Diversify Your Methods Throughout the Session—Have some active and some more passive times. Let there be times when you fully lead and other times where you share the leadership of the session. At all times keep staff accountable for what is being presented.

5. Provide Hands-On Experience and Real-Life Scenarios—Give staff real situations to practice with and give them time for trial and error in a safe and nurturing environment. Help them to see the “real world” applications for what you are doing. When relevant give real data and statistics to support what you are presenting.

6. Encourage Questions Throughout—As much as possible leave room for staff to ask questions as they have them during the training rather than waiting for the end of your presentation. (Of course, there are exceptions—when you have so much material you want to get out there is little time—or when someone is trying to dominate or block the message.) Let staff feel a part of the session rather than the ones being “done to”.

7. Provide Follow-up—Before the session ends let staff know how you will be following up on this session. How are you going to continue the dialogue and promote growth? What specifically can they expect from you and what will you be doing to support them? What is the timeline for all of this?

8. Get Feedback—Either immediately at the end of the session, or later through some other means—a written evaluation, an online survey, etc.—Allow staff to tell you how they believed they gained through the session. Let them tell you other ways of learning new information that works for them (as long as you are willing to listen and incorporate these into later training.)

Sources: Information retrieved 4/9/12 from-� HYPERLINK "http://www.salesforce.com/community/assets/docs/BP_TrainingPlan_042409.pdf" �http://www.salesforce.com/community/assets/docs/BP_TrainingPlan_042409.pdf�, � HYPERLINK "http://humanresources.about.com/od/trainingtransfer/a/training_work.htm" �http://humanresources.about.com/od/trainingtransfer/a/training_work.htm�, � HYPERLINK "http://humanresources.about.com/od/trainingtools/Training_Tips_Tools_and_Icebreakers.htm" �http://humanresources.about.com/od/trainingtools/Training_Tips_Tools_and_Icebreakers.htm�