04.14 - Who is Responsible for Training In Your Organization? Who is Responsible for Training in Your Organization?

It shouldn't be news that at WilderWeber we think Organizational Learning falls appropriately into the laps of everyone in the organization -- both being a learner and helping others learn.

Managers, in particular, have a special role in ensuring that everyone is aligned with specific expectations on specific  performance indicators. 

Often times, in turbulent worlds, managers dole out pieces of information and narrow expectations that keep people knowing their part of the larger process, but not understanding how that part contributes to the rest. 

Two questions:

  1. How clearly do people understand their roles so that they can automatically execute with excellence?, and;
     
  2. How much do people know how their own contribution impacts the contributions of everyone else toward developing excellence in products or services for customers?

 

What People Need to Learn

The 10 most critical job skills to parlay in your job search (Found in # of 10 most in demand jobs.)

  1. Critical Thinking (in 9 of 10) Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
     
  2. Complex Problem Solving (in 9 of 10)  Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
     
  3. Judgment and Decision-Making (in 9 of 10) Considering relative costs/benefits of potential actions to choose most appropriate ones
     
  4. Active Listening (in 9 of 10)  Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate and not interrupting.
     
  5. Computers and Electronics (in 8 of 10) Knowledge of circuit boards, processors, electronic equipment and computer hardware including applications and programs.
     
  6. Mathematics (in 6 of 10) Knowledge of arithmetic, algebra, geometry, calculus, statistics and their application.
     
  7. Operations and Systems Analysis (in 5 of 10)  Determining how a system or operation should work and how changes in conditions, operations and environments will affect outcomes. Understanding needs and product requirements of a particular design.
     
  8. Monitoring (in 5 of 10) Monitoring and assessing performance of yourself, other individuals or organizations to make improvement or take corrective action.
     
  9. Programming (in 3 of 10)   Writing computer programming for various purposes.
     
  10. Sales and Marketing (in 2 of 10)  Knowing principles and methods for showing, promoting and selling products or services. Includes marketing strategy and tactics, product demonstration, sales techniques and sales control systems.

Forbes Staff, Meghan Casserly

Great Advice on Training

from someone who has been there (and mostly!) done that in his recently published book, The Hard Thing About Hard Things.

Ben Horowitz has been at the helm of some of the most exciting technology companies around.  One of his tips that jumped off the pages for involves training.

He doesn't give managers the OK to hire people until they have prepared for him a training plan for that new employee.  In other words even if you hired a super star, you can't assume that they know what you want and don't want in your organization.

How are you going to ensure that the new hire hits the ground running in the direction you want them to run?

 

World-Wide Week of Partnership (W3P)

 
October 19-26, 2014
 
Tuesday, October 23
 New River Valley Non-Profits
 
Thursday, October 25
Roanoke Valley Non-Profits
 
During this week, Organization Workshop trainers & consultants across the globe are conducting pro bono Power+Systems events for non-profit, educational, charitable, and service organizations.
 
We are excited to partner in this world-wide event, serving our part of the globe -- the Roanoke and New River Valleys.  
 

Goal 

to strengthen organizational capabilities to create satisfying and productive relationships within their organizations and with the communities they serve.

 

If you or someone you know would like to take advantage of this special no-cost opportunity for leaders and program directors of not-for-profit organizations, please contact Paula.

Six critical dimensions assessed by the MD2 that result in increased strategic marketing success:

     1.  Marketplace Knowledge and Competitive Position

     2.  Customer Understanding and Intimacy

     3.  Brand Positioning and Identity

     4.  Organizational Will

     5.  Strategic Foundation

     6.  Planned Results

 

Six critical dimensions of organization effectiveness measured by the OD2:

     1.  Marketplace Responsiveness

     2.  Clear Direction

     3.  The Right Structure

     4.  Effective Work Processes

     5.  The Right Metrics

     6.  Effective People Practices