pd training australia hr summit presentation - ldp profiling
TRANSCRIPT
Advances in cloud data analytics delivers practical innovations to
improve L&D using psychometrics
Presented by: Paul FindlayManaging Director PD Training
GlobalHead of R&D
Summary: New research reducing the amount of……
New developments leveraging big data and cloud analytics
More reliable specific recommendations applicable in new and different contexts.
Today:Delivering TrainingLeadership Development
Who has delivered training as part of their career?
It’s nearly lunch time, but I guarantee this is new!Part 1: Trainers CompanionEven the very best trainers have those days where ‘the group just didn’t gel’.
We share a new tool that takes the guess work out of ‘hitting the mark’ every time.
Question - what causes failures?When training is:Arranged by a Training/L&D professionalUses professional materialIs delivered by a professional trainer
Transfer of knowledge can fail...
What causes people not to retain what they learnt in class? Pre-Training
Pre-course analysis Pre-course activities
During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’
Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement
Factors not related to training Stress, sleep, nutrition, distraction/focus
Our results Pre-Training
Pre-course analysis Pre-course activities
During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’
Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement
Factors not related to training Stress, sleep, nutrition, distraction/focus
Worldwide Consensus of Training Managers Pre-Training
Pre-course analysis Pre-course activities
During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’
Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement
Factors not related to training Stress, sleep, nutrition, distraction/focus
58%
4%
32%
6%
In other words according to our peers: 58% (most) of the time when things go wrong, it’s
what happens in the room that makes the difference
It seems running a session based on ‘VAK’ and ‘adult learning’ principals can only get us so far.
Our research and experience worldwide supports the survey….
We asked WHY? If how the professionals in our industry
deliver training commonly undermines the outcome we seek and the client wants we had a natural question - Why?
Answer: You don’t know what you have until you get there, and you feel your way.
What did we do? We recognised that getting the best results
consistently doesn’t come from the “take a sound approach”
We turned to the cloud, big data and our industry partners in Australia, Singapore and the USA) to provide analysis and correlations to deliver practical applications of psychometrics that has never been done before.
The result
Contents
What does it do?1. Shows you balance/skew of personality typesAND their learning styles you have in the room
2. Tells you how to prepare to engage them
3. How to Deliver to engage them
4. How to Adjust the content to engage them
5. How to facilitate the session to maximise involvement and contribution
Know how they are ‘hearing’ you
Participant Names
Participant Names
Participant Names
Participant Names
The most stand out aspect of this?We can get it right – every time!
“This is what to do for this specific group” – wrapped up in a simple useful reference documentImagine walking into a training session understanding exactly how to run the day & who is going to need extra ‘management’
Part 2 Leadership Development
Every style has strengths….An imbalance doesn’t lead tobalanced outcomes – surprised?
Strengths VS Gaps based Leadership Development
Focussing on Strengths vs Gaps
Most potential for ‘mastery’ Naturally the most focus,
fun and dedication Naturally try & refine Likely to continue using Allows for strategic focus on
High-Payoff-Activity (HPA’s) No ‘new’ skills
Only adding polish
Strengths focus Gaps focus Likely ‘average’ potential Takes ongoing reinforcement
to apply Quick to say ‘that didn’t work’ Less likely to ‘drop the ball’ Empowers and add value to
HPA’s owned or delegated New skills & confidence True growth
First assess your ‘skew’
Propensity for planning Decision making approach People v outcome
orientation Rigidity V fluidity
Individual leadership competency clusters
Managing Approaching Complex Issues Enforcing Operational Norms
Forming Interactions Finding Opportunities for Synergy Easing Tension among Members
Navigating Interactions Adapting to Changing Circumstances Maintaining Optimism
Growing Interactions Setting Clear Expectations Recognizing Others' Efforts
Connecting Interactions Assimilating Team Member
s Cultivating Team Spirit
So what’s the big deal – what’s the ‘development’? Insights, clarity AND specific
recommendations • Where the rubber hits the road – for
us as practitioners.• We can ease up on the ‘HR speak’,
and talk specifics and ‘what next’
Don’t forget we are tappers suffering from the curse of knowledge)
Gap-based development Plans
Please help us contribute to our discipline! Contribute to empirical research
PD Training R & D has engaged Leading Dimensions Consulting LLC to conduct empirical research using the data points from our results (no personal information will be used) to produce a White Paper:
“Australian People Focussed Leaders: Comparing and contrasting Australian people focussed leaders (HR and L&D professionals) to other leadership cohorts.”
Thank you for your time
Questions?
Happy to field questions now, or visit us in the breakout area or online: pdtraining.com.au