Managing global training operations

-

It is sure hard work to manage training operations globally but it is fun. Where you can easily manage a country, global training operations is another ball game entirely because you are dealing with cultures and people whom you don't see everyday. Thank God for technology that has made communication easier. I want to share few tips for managing global training operations; I hope you find it useful.

1. Have a clear vision, goal and strategy for your global training operations

2. Communicate! Communicate! Communicate!. It is never too much and make it timely.

3. Customize training strategy and plans to each country. Countries differ in culture.

4. Build a community of practice where you can learn from each other.

5. Create a culture of constant improvement. We must constantly evolve to meet today's challenges.

6. Always find opportunities to interact face-to-face and online with the country teams.

7. Don't just track numbers; track training impact too. A story with numbers is better than numbers alone.

8. Evaluate! Evaluate ! Evaluate! at all levels. Evaluate Reaction, Behaviour, Result and Impact.

9. Value your team and appreciate them. We work with people not robots.

10. Carefully manage change and always carry your team along in the change.

Bonus tip: Communicate! Communicate! Communicate!


Comments

Post a Comment

Popular posts from this blog

Using your internal talent as trainers

-
Image
Every year organizations spend money on consultants for a whole lot of things and training is not left out.   We go through rigorous processes to select the best. I will like to see things from another perspective and that is developing trainers within the organization. You will spend but trust me not as much when using external consultants in the long run. Let me be frank with you; THE BEST RESOURCES ARE WITHIN YOUR ORGANIZATION . They understand the system, people and culture within the organization. What we see is that a lot of organization shy away from this wealth of resource and continue on a ride with too many consultants. Tips for using internal talent as trainers 1. Determine the competencies required for each job role. Nothing complex. 2. Categorize the training offerings that will address the required competencies. Those trainings that can be facilitated by internal talents and external consultants. 3. Design a simple framework for utilizing internal talent
Read more

Developing training skills: tips you have never been told Part 1

-
Image
We are all trainers in one way or the other and no one was born with a special skill to train. We develop it and those who are good at it; keep at it while learning everyday. In my years of conducting training, I have come to learn certain lessons which I want to share with everyone that desires to become a trainer or a better one. 1.  You need to have passion : Passion to train others; passion to see improvement in the system; passion to save lives; passion to see people become better at what they do. I moved from a banking career to international development job specifically in health. While I understood training as a whole, the subject matter was strange but I did something: I looked within to find a connection and I realized that the people I train will be responsible for saving other people's lives. That is where I found my passion. 2.  People are key in training:  Content without the people to train is no training so we need to have and show genuine interest in the
Read more

Shaping Talent Development at Such a Time Like This

-
  I am certain you have a talent development strategy. One that captures all the essentials of how you intend to develop organizational talent. How is that going? The COVID pandemic has tested everyone and every organisation with its unprecedented impact on lives, how we do work and what work means in essence. We see organisations  embracing technology with speed for business continuity. We have seen the increasing use of virtual options. We have seen work shift from offices to home. Not leaving out the coordination of remote teams.  My advice: take a deep breath. There are many questions. How do we navigate talent development? Where do we start from? What is meaningful without driving people over the edge with an overload of virtual learnings? Talent development is not just training; that is the mistake many make. Talent development is a holistic approach targeted at  nurturing talent to meet organizational goals. Note the word nurturing; nurturing is a combination of modeling, motiva
Read more