You're tasked with developing a training and development plan for your team. What's the first step?

First undertake a needs assessment based on the business objectives and gaps in the team's capabilities. Also very critical is aligning the training plan to the 70:20:10 principle. 70% of learning is on the job, 20% coaching/mentoring, and 10% classroom training. The best form of training is on-the-job.

We aren’t in Kansas anymore. I would hate to hear that someone on my team is surprised by the environment that we created. Yet, all to often - people act like the classic character “Dorthy (Wizard of Oz)” when faced with the journey ahead and say that famous line about Kansas (start of post). IRL - you need to know who’s on your team and what their objectives are — just like in the movie. Make a yellow brick road to Oz (pick a target), see what people are good at (Scarecrow, Tin-man, Lion) and then amplify their ability to see their strengths. It all starts with you - fight the hood fight and lead the way.

My first step would be to identify the teams real training needs. First, conduct individual performance evaluations or assessments to gauge the strengths and weaknesses of each team member. Second, collect feedback from team members themselves about their perceived training needs and career goals. And last point for the first step is to take into consideration the organization's overall strategic goals and objectives to determine the skills and competencies required for success.

The initial step is to assess whether there's an actual need for skills and knowledge within the organization or team. If identified, the next move involves conducting a gap assessment using a skills matrix to match the existing team skills with the desired ones.

?? Foster Skill Enhancement ?? Creating a training and development plan for a team is a vital step in leadership. Here's a streamlined approach: - Begin with an in-depth assessment of your team's current skills and knowledge gaps. - Align training objectives with the organization's broader goals. - Involve team members in the planning process for relevant and practical input. - Decide on the most effective training methods - in-person, online, or a mix. - Set clear, measurable goals to define and evaluate success. - Plan for ongoing development, not just one-off training events. Developing a training plan is a strategic investment in your team's future, ensuring their growth aligns with organizational objectives.

Traditionally, untraditional processes work. SMART is good to process objectives, it takes a lot of time and people are not training when they are talking about training. Move faster - here’s how. 1. State the “End-state” - I call this a target. 2. Appoint the person who knows the most about the product to become the spokesperson for it - and build/lead a team of experts to define what is needed right now. 3. Outsource or build lessons for those things - they are the objectives you need to focus. Don’t micromanage and watch what happens.

Following steps are important: 1. First carry out Training need analysis. 2. Decide the outcome of the training in advance. 3. Schedule a training programme . Monitor the training programme delivery process. 4. Conduct a a few test to understand the skilling process during training. 5. After training, carry outcome analysis. Make efforts to follow the confidence and skill level after training.

After figuring out what's going on with your team right now, the next most important thing is to set clear learning goals. Picture this as setting sail with a goal in mind. -What exact skills do you want your team to get or get better at? These goals will help you make a training and development plan, whether it's to learn new tools, improve your communication skills, or become a better leader. -They make sure that every learning activity fits with the growth path of your team, giving the journey meaning and effect.

Define learning objectives based on a skills audit. For example, if analytics is a gap, set a goal: 'Team to complete an advanced data analysis course within 3 months, applying skills to increase sales forecast accuracy by 20%.

SMART goals are great; if you're looking for something more simple try the "Three-Part Objective" 1. Performance: This specifies what the learner will be able to do. It should be a clear and observable action or behavior. 2. Condition: This describes the circumstances under which the performance is to be demonstrated. It sets the context or environment in which the skill or knowledge will be applied. 3. Criterion: The level of performance that will be considered acceptable. It sets the standard or benchmark for evaluation. An example of a learning objective could be: "Given a set of tools (condition), the team will be able to create a basic web page (performance) with no more than two errors (criterion)." Easier to remember and use.

Now that you have a plan for your team's learning goals, it's time to pick the fun ways for them to grow. -Think of this as putting together a meal that fits each person's tastes. -Using a variety of learning methods, such as classes, online courses, mentorship programs, and hands-on projects, will make the experience more interesting and useful. -This variety works for all of your team members' different learning styles, creating a healthy place to grow. It's like giving everyone a spread of information; they can enjoy the process of learning in a way that works for them.

Other than the traditional development plans we like to introduce an internal succession plan based on a KPI of a supervisor training at least 2 of their staff to replace them. There are a number of processes to introduce this so there is a positive culture sitting behind this process and fear is eliminated from the trainer feeling they will be out of a job once they train their staff. This is a very powerful training and capability building exercise.

In the pursuit of a comprehensive training and development plan, the critical third step involves selecting the right learning methods and activities for your team. Tailoring these methods to your team's learning styles, preferences, and availability ensures an engaging and effective learning experience. Whether it's online courses, webinars, workshops, coaching, mentoring, peer learning, or project-based activities, the choices should align with your team's needs. Consider factors like cost, duration, frequency, and format to create a dynamic plan that fosters continuous growt.h

Online Courses Webinars Workshops Coaching Mentoring Peer Learning Project Based learning Cross Functional Training Microlearning Modules Gamification When choosing learning methods and activities, consider the diverse preferences and availability of your team members. A combination of these methods, tailored to your team's needs, ensures a well-rounded and effective training and development plan. Additionally, keep in mind factors such as cost, duration, and the format of the activities to create a balanced and accessible program.

Les méthodes d'apprentissage pourront être choisies en fonction des caractéristiques de la cible et surtout être le plus inclusives possible pour respecter le principe d'équité et favoriser l'accès de tout le monde au contenu de formation. Si la cible est hétérogène il faudra multiplier les méthodes et les adapter aux préférences des membres de l'équipe. En milieu professionnel le mentorat est souvent une méthode très appréciée car les membres de l'équipe préfèrent être suivis par une personne en qui elle auront confiance et qui peut avoir une incidence sur l'intelligence émotionnelle qui sera également importante pour agir sur la motivation des apprenants à suivre le parcours de formation

Le choix des ressources pédagogiques ou didactiques doit tenir compte du principe d'équité pour faciliter l'accès de tous aux contenus formatifs. Un manuel de l'apprenant devrait par exemple contenir des textes avec une taille de caractères qui les rendrait accessibles à des personnes ayant des problèmes de vue. Il faut toujours penser à l'inclusion dans la choix de ces outils de formation

I've rarely come across a company whose Supervisors were full bottle on their Business Planning and/or Project Management. I use this opportunity to have them develop these skills and look for parts of their own section that could be improved. As a part of the Business Planning training they are crafting their skills, finding ways to improve the business and develop knowledge and experience in the implementation process. Start with very small items and build on them as the individual/s become more accomplished. It's also an opportunity for the senior management to really understand the performance of their team and offer mentoring support.

In the intricate tapestry of developing a training and development plan, the fourth crucial step involves the strategic allocation of resources and support for your team's learning journey. These resources—be they manuals, videos, podcasts, articles, books, software, hardware, or expert guidance—should be not only accessible and reliable but also precisely aligned with your team's learning objectives and chosen methods. A well-thought-out plan encompassing budgeting, scheduling, and communication ensures a seamless integration of these resources, paving the way for a supportive and enriching learning environment

Provide comprehensive manuals and guides for the Training. Develop instructional videos or tutorials demonstrating key concepts or processes. Curate a series of industry-related podcasts or audio resources that team members can listen to during commutes or downtime. Share relevant articles and reading materials on marketing trends, leadership, or industry-specific topics. Invest in books that cover advanced topics in your field or that align with leadership development. If the training involves hands-on activities, ensure that team members have access to the necessary hardware. Bring in external subject matter experts to conduct specialized workshops or webinars.

Identify Training Materials and Tools: Invest in relevant training materials and tools that align with the defined learning objectives. This may include textbooks, online courses, software licenses, and any other resources essential for the team's skill development. Ensure these materials are easily accessible to all team members. Determine Budgetary Considerations: Begin by establishing a clear budget for your team's learning and development efforts. Understand the financial resources available and allocate them judiciously across training programs, materials, and any external resources required. A well-defined budget ensures that learning initiatives are adequately funded without overspending.

What is going on here! Anyone else’s parents or teachers say that to them when you were kids? No, just me - liars ?? Why is it that we lose sight of things that we are clearly responsible for when they start off good? Without a few check-ins, my room cleaning wouldn’t have been so great… especially if they looked under my bed (no monsters, just where I used to hide my junk). You can be demanding without being demeaning. A few light check ins and you’ll find more wins because of this fact. People do what is checked. Check out their training. ??

Being a careful navigator and evaluating the results and effects of your team's educational efforts is very important as they move through the learning projects. This is like regularly checking the map to make sure you're on the right track. -Check on everyone's and the group's progress, get comments, and see how new skills are being used. -This loop of constant review lets you make changes in real-time, making sure that the learning journey stays useful, powerful, and in line with your team's changing needs. It is the re-setting of the compass for a path of constant growth.

Only measure what you want done. People need to ask the question “what did we learn here?” If the answer is not good, a new assessment needs to happen. If the answer is good but not the intended focus area, a new assessment needs to happen. If everything goes well and is on target, an assessment needs to happen. No matter the income, you can always improve. To get the best, ask the question “what did we learn” and continue to build.

Whenever possible, turn to measurable data to see the impact. Did productivity increase, errors decrease, etc.? This can be used to report out/up about the impact of training and to convince other team members to follow through. If one of your team members had a particularly positive experience and is willing to be an advocate for the plan, even better.

In the final stride of crafting a comprehensive training and development plan, the fifth step is dedicated to evaluating your team's learning outcomes and impact. This entails a meticulous examination of the results and effects of your initiatives on individual team members, overall team performance, and organizational goals. Utilize a diverse set of tools and indicators—quizzes, tests, surveys, feedback, observations, and metrics—to gauge whether the learning objectives have been achieved. Scrutinize what has been learned or improved and how this newfound knowledge has been applied or transferred to the workplace. Through this evaluation, we not only measure success but pave the way for continuous improvement and lasting impact.

The culmination of a successful training and development journey lies in the ongoing commitment to review and update your team's plan. Drawing insights from the feedback and data gathered during the evaluation step, this final phase is about identifying successes, areas for improvement, and strategic adjustments. Recognize and celebrate your team's achievements, fostering a culture of continuous learning and development. Regularly revisit and update the training plan—at least annually—to ensure its relevance, effectiveness, and alignment with evolving team needs and goals. In this cycle of reflection and refinement, we pave the way for sustained growth and excellence.

When reviewing your data, it’s valuable to share the data and survey results with the team to demonstrate transparent leadership and authenticity. Then everyone can see the big picture and identify next steps as a team with their input.

Updating the training and development plan may be an iterative process. This may require repeating until a desired outcome. Celebration of forward movement should occur at each iteration.

Allocate Resources: a) Determine the budget, time, and personnel needed for training initiatives. b) Consider costs related to materials, trainers, technology, and logistics. c) Collaborate with finance and management to secure necessary resources. Additionally, Create a Training Calendar: a) Develop a timeline for training sessions. Consider seasonal demands, project deadlines, and employee availability. b) Communicate the schedule to team members well in advance.

Your training and development approach should continuously be evaluated to determine its effectiveness. If manual resources are used there will be considerable costs associated with altering programs to achieve desired goals. This is why I believe the AI shortish is the best option. The provider that I work with has an annual fee and seat license price point that makes it affordable for most organizations.

Conduct a "Personalized Learning Style Assessment" for each team member. This assessment would delve into their preferred learning styles, such as visual, auditory, kinesthetic, or even more unconventional ones like experiential or digital. Tailoring the training and development plan to align with each individual's unique learning style can enhance their comprehension and retention of new skills, making the program more effective and engaging.

Everyone is a life coach these days. Fact is, not every “qualified” coach is great. Find someone who you aspire to be like and see how you can align your path with theirs. Find teams that win and ask the team members how they win. Those that are willing to share will give you the gifts of lessons learned and if you deem them as someone worth following - hire them. Training and education matter, don’t make yours turn into an education plan for train wrecks.

Don't forget to leverage the knowledge already in your team! Each of your employees has something to offer - employee led training can be just as valuable as external training. This can be achieved through lunch & learns, asking individuals to bring back learnings from a conference, or by assigning topics to individuals to research and present back to the group.

Assess your team gap and do proper training needs analysis. Do parallel check what is needed by job description, what happening in the real life need and what are the aspirations of the employee. Likewise, do check what are the compulsory legal related trainings, if any. Just to be on the safe side. All proposed things together will give you what are the "must to have" trainings (soft skills and hard skills) and what are "nice to have".

Es fundamental generar una instancia de conversación y escuchar bien a tu equipo de trabajo , es un espacio en donde se pueden expresar y exponer cuáles son sus brechas en función de los aprendizajes adquiridos en un periodo determinado y cómo lider de equipo debes conocer bien a cada uno de los integrantes en cuanto conocimientos , habilidades y conducta para proponer un plan de de capacitación y desarrollo.