How do you leverage existing resources and best practices from other organizations or industries?
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The first step is to assess your current situation and identify what you want to achieve with your training program. What are the learning objectives, outcomes, and indicators of success? What are the challenges, problems, or opportunities that you want to address? What are the existing resources and best practices that you already have or use? What are the gaps or areas for improvement that you need to fill or enhance? By answering these questions, you will have a clear picture of your needs and gaps, and a baseline for comparison and evaluation.
The second step is to research and benchmark what other organizations or industries have done or are doing in relation to your needs and gaps. You can use various sources of information, such as online platforms, publications, networks, experts, peers, or competitors. You can also use different methods of research, such as surveys, interviews, observations, or experiments. The key is to look for relevant, reliable, and valid data and evidence that can inform your decisions and actions. You should also compare and contrast the similarities and differences between your situation and theirs, and identify the strengths and weaknesses of their approaches.
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Paying attention to the posts I consistently like or comment on through LinkedIn has helped me get a sense of the groups I can depend on to provide the latest insights. When I investigate a great graphic or intriguing concept, I often find a new resource that I can cite in an upcoming presentation. I love letting other people know where helpful information has come from so that the leaders in the groups I work with can keep on learning after the workshop has ended.
The third step is to adapt and customize the existing resources and best practices that you have found to fit your specific context, goals, and audience. You should not blindly adopt or replicate what others have done, but rather modify or create something that suits your needs and gaps. You should also consider the feasibility, suitability, and acceptability of the resources and best practices that you want to use, and how they align with your organizational culture, values, and strategy. You should also test and refine your adaptations and customizations before implementing them.
The fourth step is to implement and evaluate your adapted and customized resources and best practices, and measure their impact and effectiveness. You should plan and execute your training program according to your learning objectives, outcomes, and indicators of success. You should also monitor and collect feedback and data from your participants, stakeholders, and other sources, and analyze and interpret the results. You should also compare and contrast the actual performance and outcomes with the expected ones, and identify the achievements and challenges of your training program. You should also use the evaluation results to improve and update your resources and best practices, and share your learnings and insights with others.
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An excellent example of integrating skill sets is demonstrated in my own experience. With a background in marketing communication and branding, I applied my knowledge in Applied Behavioral Sciences. This integration proved successful in helping clients align their brand identity with their organizational culture. My expertise not only helped clients to communicate their message more effectively but also supported a healthy work environment within the organization.
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