Member Since: 6th Dec 2011
Charity Director. Consultant in OD, strategic HR and leadership development. Author of five books including Delivering E-Learning (Kogan Page, 2009). Interested in strategy, OD, leadership, technology, evidence and evaluation. Available for writing and speaking.
13th Jan 2016
All the best, Jon, and thanks for all your contributions to TrainingZone, not least publishing all my articles!
7th Oct 2015
One of the best articles I've read on here for a while - thanks, John!
We need more facilitators and fewer presenters.
18th Jan 2012
Good post - agree wholeheartedly that training is only one component in the performance improvement process and we all need to have this sort of joined-up thinking. Where I felt you could have been more explicit, Giovanni, is in the manager agreeing with the individual, pre-course, not just the course objectives, but the performance improvements expected. If the manager and the individual are in clear agreement about the performance standards expected, and the shortfall in the individual's current performance, then this provides a baseline to measure what changes as a result of the training and its transfer to the work situation (in this case, making real presentations). In other words, evaluation needs to be built into your model from the outset.
Free resources to support this sort of approach at www.airthrey.com/resources.htm.