Corporate and Individual Growth through Training Increases Employee Engagement

Phillip is a thought leader in the adult learning and workplace learning and performance (WLP) profession. He has published white papers and blogs leveraged as industry standards and was instrumental in the establishment of the industry credential, the Certified Professional in Learning and Performance (CPLP). He takes pride on providing the best cutting-edge support as your training partner that provides you a competitive advantage and gets results.

He takes a balanced approach to improving human performance in the workplace. You can expect a high level of proficiency because Phillip leverages the latest ATD Competency Model and the areas of expertise and foundational competencies to support his performance solutions.

WHAT IS TRAINING?

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Training is one of many performance interventions that can help organizations improve the performance of their people. Training is an art and a science. It requires specific knowledge of adult learning and instructional design principles to create a deliberate result that supports organizational goals and objectives. Training should always place emphasis on evaluation of its impact and ultimate return on investment (ROI).

Training is NOT a lecture. Phillip’s approach is to create a safe environment and apply the latest laser-focused accelerated learning techniques to deliver a program that is highly interactive and edutaining (educational and entertaining). Do not plan to sit in one place very long in one of Phillip’s programs.

Solid training always begins with a thorough analysis. Regardless, it if is facilitated learning or designing curriculum involves solid analysis of the needs and understanding of expectations. Facilitating programs requires analysis of the audience, site for the program and specific learning objectives. Every program is customized.

This analysis and customization ensures the organization is able to maximize its ROI and achieve sustainable results. Often training is necessary to create a shift in behavior. These shifts often have an impact and therefore must align with the culture of the organization.

Corporate learning programs that allow for self-discovery and leverage a blended approach (self-paced asynchronous and classroom synchronous) are often the most successful. Creating a shift in behavior means we often need to create new habits. This typically takes weeks. Therefore, an emphasis on post-classroom learning strategy is imperative, otherwise, conversations disappear. This will support application of the learning experience on the job after the class.

Benefits of an External Training Partnership

Phillip realizes the most valuable training incorporates the company’s own culture and values. Therefore, training programs should keep pace with shifting corporate goals. Phillip takes the time to learn your organization and understand your culture. His exposure to a variety of industries helps him to help others to think out-of-the-box. He has found several topics to be recurring as trends.

The top topic areas for learning and development are supervisory, compliance, and processes and procedures, reports the Association for Talent Development (ATD). In fact, each year Training Magazine ranks the top 125 organizations for employee development. The mean training budget is almost 6 percent of payroll, while 69 percent link managers’ pay directly to the development of their direct reports.

There are a number of benefits gained from using an external training provider compared with using an in-house “expert”. Yet corporations realize they are not doing enough. In each region surveyed in Deloitte’s Human Capital Trends index, learning and development was named a top five trend for 2014.

THE MOST COMMON BENEFITS OF PARTNERING WITH PHILLIP:

Investment of time to learn your organization.
Customizable solution.
Infusion of fresh ideas and perspectives, beyond the tunnel vision.
Access to the latest subject matter expertise.
Offer a greater breadth of experience.
Greater depth of knowledge in particular specialties.
Flexible and scalable, up or down the volume of delivery, with a variety of training packages available.
Facilitator delivering the training possesses the relevant set of skills required to train effectively.
Reduced overall training costs.
Program with proven track record of effectiveness.
Improved organizational effectiveness.
Improved return on investment (ROI) of time and resources invested.

Designing Learning: Instructional System Design (ISD)

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Phillip is highly skilled at developing and designing learning. Applying a variety of proven industry models allows for consistency and flexibility. The ADDIE model (seen here) is a proven model as a standard for curriculum development. The objective is to provide solutions that maximize business return on investment (ROI).

The analysis stage allows a determination if training is the only solution. Often there are other performance solutions that are recommended beyond training such as process improvement, management, environment, etc. Solid solutions provide you with a total solution which will sustains the impact of your learning experience, accelerate learning and achieve immediate results that last.

This requires clients take an honest look at their business with this fresh outside perspective. Getting buy-in from all levels will support a thorough analysis and an effective solution.

Cutting-edge and proven change management, accelerated learning, adult learning and performance improvement tools are strategically included. This often results in customized programs that shift and transform people and organizations.

There are industry standard tools that provide an understanding of estimated time for curriculum design. Many variables play a part and are considered as part of the analysis phase. Minimizing the hours requires a skilled instructional designer that can help the organization anticipate needs and streamline wherever possible to reduce design hours.

UNDERSTANDING YOUR NEEDS: DETERMINING LEARNING OBJECTIVES

Phillip will typically use a variety of industry standard approaches to assess your needs. The emphasis here is to ensure the program supports the goals and objectives of your organization.

The ADDIE Model is an approach used to create, customize and deliver a highly effective program that gets results. The model is leveraged because of its flexibility. For example, it can be used with both individualized eLearning and traditional classroom instruction. In addition, its phases are frequently modified to suit user needs.

These are typical questions Phillip will be seeking to address during an initial analysis.

What is/are the needs for the training?
What is/are the root cause(s) for the need?
What are the desired/intended impacts and goals of this training experience?
How will the organization measure effectiveness and success of the program?
What will be the learning objectives of this program?
What information is needed to design and develop the training, and how will it be compiled/provided?
How will the training be structured and organized to support business needs and maximize learning?
How will the training be delivered in a way to maximize ROI and learning?
How will the program be evaluated for effectiveness?
What resources are available for the training?
How many participants?
What is the current skill level of participants?

YOUR PROGRAM DESIGN AND CUSTOMIZATION PROCESS: ADDIE MODEL

01: Analyze

This is the foundation Phillip will rely upon to provide you an effective and sustainable solution. The instructional challenge(s) of the course is detailed, objectives are established and issues such as participant skill level are identified. The emphasis is to identify what the participants need to know to achieve the desired outcomes.

02. Design

During this phase, Phillip will focus on many considerations to achieve effective and deliberate curriculum design and customization. These will include learning objectives, content, assessment and evaluation tools, interactive exercises, subject matter feedback, segment chunking and media variety. Each is leveraged in a logical and instructionally sound method to achieve retention, application and the instructional goals.

03. Develop

As a curriculum designer and developer, Phillip will create the content following a design roadmap. This often includes storyboards and graphics, as well as integration of any eLearning and social learning tools.

04. Implement

This phase focuses on developing procedures for training both facilitators and learners. Facilitators training, train-the-trainer (T3) should explain the curriculum, learning outcomes, method of delivery and testing procedures. Participant preparation includes training the use of new software and hardware, and registration. Preparation of learning materials including workbooks, job aids, and other tools are tested.

05. Evaluate

Effective evaluation will occur throughout ADDIE process. Phillip relies on this to ensure all the learning experience aligns to support organizational needs and established learning objectives. It is important to also identify what on-the-job performance should look like after completion of the learning experience, to ensure business needs are achieved.

Employee Engagement

An employee engagement strategy helps ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being. Phillip learning and strategic planning programs are deliberately designed and delivered to support employee engagement.

Group and Team Facilitation for Corporate Training

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Phillip has found the best programs result when a safe and open environment has been created. There is typically no rank or titles. Here, people are able to speak freely, and the conversation is guided but not tightly controlled. Your learning experience will be customized. The approaches and seasoned cutting-edge skills he will use will ensure your program(s) successfully achieve the desired objectives.

Proper classroom and meeting facilitation requires a holistic approach. Phillip seeks to engage his audience by getting to the What’s In It For Me (WIIFM) quickly. He provides well researched and informative knowledge with a simplistic approach using models and other proven approaches to accelerate learning and application. His programs are interactive with kinesthetic application of the concepts at lease every 10 minutes. He works with participants to strategize and create a personal action plan which will help ensure application of the program on the job.

Phillip refers to his programs as experiences. They are educational and entertaining. They are edutaining. There are a variety of pre-existing courses and programs to choose from, which are fully customizable. If you do not see what you are looking for, Phillip will work with you to develop something to meet your specific needs.

Partnering with a

STRATEGIC PLANNING CONSULTANT

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Contact PHILLIP TANZILO:

619.800.2555