| Implement and
Follow-Up A critical phase in our
Training Systems Model is to Implement & Follow-Up on the training program. We will
work with you to determine the support system needed to successfully implement and
follow-up on our training efforts. We will help you identify key people in your
organization whose participation in the roll out and implementation of the training is
critical to ensuring that performance is improved and demonstrable results are achieved.
Our experience has shown that a management support plan
containing the following core actions are critical to a successful implementation effort.
1. Formal Announcement: A senior executive and/or program
champion should launch the program to the organization either by letter or video
presentation. The message conveyed should include a description of how the program will
help senior management achieve its goals and management's charter to follow-up on
participants' action plans and their execution.
2. Seminar Kickoff: Whenever possible it is desirable to
invite a line manager to welcome participants to the program and to reiterate the
importance of the program to the organization and how it will contribute to their
professional development.
3. Institute Process for Follow-up: We are prepared to work
with you to reach to agreement on our joint roles and responsibilities for assimilating
the competencies presented in one of our programs into the organization's culture. This
may mean, for instance, that the expectation that meetings between managers and direct
reports to support, reinforce and coach to the performance outcomes of the program will
occur.
It might also mean that results of these meetings and the
participants' performance improvement plans be rolled up through the management structure
so that your senior managers have a clear idea of the expected outcomes of the improvement
process. Or, it might mean that the improvement objectives agreed to in the program become
part of the organization's annual performance goals and progress is tracked more formally
through your appraisal system.
Involving the management team in the implementation and
follow-up efforts by getting them to reviewing plans and evaluating results will send an
important signal, namely; that the process is to be taken seriously and every effort
should be made by the program participants to carry out their individual action plans.
We will work closely with you and your management team to
tailor a management support plan that is consistent with your culture and contributes to
the achievement of organizational objectives.
We believe that this level of support lends the credibility
required to what we see as a contract between the participants and their managers. The
contract binds the participant's commitment to their personal development and business
objectives, to their managers' commitment to provide guidance, direction and support for
the achievement of sales objectives, at an established level of performance.
The final product of this phase is an administration plan.
This is a detailed outline of:
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How many seminars are to occur and
dates, times
and locations;
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Number of participants to attend
each seminar and
materials needed. Special requirements or
conditions (e.g., run in five half-day sessions);
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How communications will be handled
(e.g.,
positioning/invitation letters, logistics); and
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Who will facilitate the training,
your instructors or
ours. We recognize the need you may have to build
internal capabilities and are fully prepared to
transition the presentation of our programs to your
internal resources. |
Our instructors are highly skilled in the subject matter
being presented and will take whatever steps that may be required to ensure that they have
a complete understanding of your organization's business objectives and operating culture.
If it is more appropriate for your instructors to conduct the training, we will provide a
train-the-trainer process that includes:
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attending the pilot session of the
program;
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attending an Instructor
Development Program (IDP)
that will be structured to fit the time and
development requirements of your instructor
candidates; and
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co-facilitation of the first
session should it be
deemed appropriate.
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A critical element in ensuring that training is applied
on-the-job and leads to improved performance is the development of a program follow-up
strategy. An important benefit of an integrated multilevel training effort is that it can
allow the organization to more effectively engineer follow-up meetings between managers
and their direct reports to ensure that all action plans are consistent with the priority
objectives of the organization and their implementation receive the support needed to
ensure success.
When participants from one of our programs return to their
jobs, they are expected to review their action plans with their managers to gain their
support and direction. Whenever one of our surveys are used, we are prepared to conduct a
follow-up administration in order to measure progress in utilizing the practices that lead
to superior performance and identifying additional opportunities for development.
Finally, Sterling Institute consultants can provide
individual counseling on how to interpret survey data, refine action plans, and how to
discuss the action plan with their manager and/or customer in the most productive manner.
Sterling Institute is prepared to deliver follow-up programs
designed to reinforce specific areas covered by the original program should it be
desirable for additional development in any specific area.
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