...Leadership Training Show Death Crawl scene from “Facing the Giants” http://youtu.be/-sUKoKQlEC4 The Death Crawl The team had been losing and seemed sure another loss was all but certain Friday night. The coach noticed this and decided to take the leader of the team, who was also displaying a very negative attitude, and make him do the death crawl. * Ok so pulling it back to us right here; let’s find the correlation between us and them. * Who is the coach? (SL or Lead) * Who is the kid doing the death crawl? (lead) * Who are the guys watching from the side line? (associates) Get the Blindfold * Why did the coach put blindfold on him? * The reason he did this was so the boy would not get to the “target” distance and stop or feel anxiety about how much further he had to go. * Would it be fair to say we as leads sometime refuse to put the blindfold on? Touchdown! * What does the coach do to get the boy to the end zone? * Gets down on his hands and knees encouraging the boy and walking each step with him * How can this translate to the LOD or lead role in our store? Moral of the Story * What is the moral of the video? * Initially I took it as how aiming for a target could limit us. But I just watched this clip again and realize the purpose of this scene goes far beyond hitting or exceeding a target. * Instead, this scene is about giving everything you’ve got – everything – towards whatever it is...
Words: 495 - Pages: 2
... Can this process really deliver the change “YBR” wants? √ In answer to the last question, YOU, me & every single individual is responsible for any changes that come from YBR. It takes all of us to make a positive impact, whether that is on improving process’s, systems or self. Psychological Contract What I will give; Knowledge / Skills Time Experience / Expertise Effort Commitment / Passion Results Ideas / inputs Loyalty Enthusiasm Patience Integrity Honesty Reliability Professionalism What I expect in return; Mental stimulation Respect Safe working environment Recognition – even a “thanks” now and again Training & Development Promotion prospects Opportunities Fairness Consistency Good leadership Proper tools Holiday and sickness payments Security of employment Feedback Positive reinforcement Backing / support Realistic deadlines Ability to influence Understanding Good communication What’s the secret of Success? Good personality Upbeat Committed Good listener Good communicator Sense of humour Mutual respect Empathy Strong principles Honest / Loyal Relaxed / calm Patience Knowledge Charisma Confidence Determination / drive Inspiring Dedicated Passionate Organised Focused Attitudes Wishes Encourage logic & flexible thinking Need to simplify processes & reduce duplication Appraisals and objectives have not...
Words: 260 - Pages: 2
...My reflection on leadership and communication trainings. As a development practitioner it is increasingly inevitable to work with others in teams. While people in every workplace talk about building teams and working as a team, it is not always easy developing an effective team. Through reflection on the communication and leadership trainings which we have had, I have become aware of useful strategies to deal with issues and to gain commitment to the goals of the team. These strategies include effective communication skills, learning my qualities and weaknesses so that I can work on them and developing team building skills. All these are important for my learning and for my development as a professional. The following reflection forms are a summary of the trainings and how they have influenced me both as an individual and as a professional. Reflective journal - Day 1 1. What happened today, what topics are dealt with, what exercises did we do? | Today we discussed communication. First we had the exercise of speed dating. Through this exercise we shared among ourselves aware of our strengths and weaknesses as communicators. We then analysed how the exercise went, how it made us feel and the difficulties we might have faced in the process.During this training day we also discussed the qualities that make one a good communicator, as well as the attributes of leaders and managers.To illustrate the importance of some of the skills we had discussed we had an observation exercise...
Words: 1820 - Pages: 8
...Training Analysis Paper An Evaluation of the training program of Foundations for Christian Leadership -------------------------------------------- A Paper Submitted to Dr. Steve Hoke ------------------------------------------------- In Partial Fulfillment of the Requirement for Doctor of Ministry Class LE812 ------------------------------------------- By Sarlito A. Sampan International Graduate School of Leadership Metro Manila, Philippines January 8, 2009 Training Analysis Paper An Evaluation of the Training Program of FCL TABLE OF CONTENTS Introduction 2 Brief History of FCL 4 Analysis using Holland’s Two track Analogy 6 The FCL Analysis based on the 4 Components of Holland’s Model 8 The Input 8 The In-Ministry experience 9 The Cross-Ties dynamic Reflection 10 The Ballast Formation 11 Training Analysis: Which Components should be in Focus 12 Incoming participants 13 Total Training Process 14 Summary 16 Selected Bibliography 18 Appendix 19 Training Analysis Paper An Evaluation of the training program of FCL Introduction I choose to evaluate the program use by the Foundations for Christian Leadership or more known as FCL for I work directly with this organization. I have been with this program...
Words: 5666 - Pages: 23
...“Training for Business“ Is training for business important? What are it’s advantages? What are the different training programs that I may take? These are frequently asked questions of people who are hesitating to exert some of their time in taking training programs before applying for a job or while having a job. Training is a key to survival and success. And just like in sports, there are also training courses offered for business. Through training, the business and it’s people will be able to stand out in the competitive global market. Training programs can help strengthen the skills of the trainees that need improvements for them to be able to perform their job well. This can also help them build the confidence that they will need to face and overcome the difficulties that might get in their way. Taking training programs has many benefits for the job seekers and for the employees looking for growth. Training programs can help the trainees use their skills and their time wisely. This can help them to discover abilities that they may possible acquire. This can help them learn how to cope up with certain situation that might pull them down. And this can also help them manage their stress and be a more productive person. There are many training programs that an individual may take. Some of these may be about leadership and management, etiquette, communication, presentation, time management, project management and six-sigma training. The leadership and management...
Words: 543 - Pages: 3
...1. Would a TNA be needed in this situation? Why or why not? If yes, who would you want to talk to? Training Needs Analysis is a formal process required for the purpose of identifying the training gap that is in existence and its related training need. Considering the IMP case analysis, training needs analysis is required since there are different sectors within the organization which require an individual to possess the necessary skills to perform the expected work within that department. In addition, training is also offered to people working within the ‘different sectors’ in that organization despite the fact that equality is not displayed while offering that form of training. Talking to the HR manager at North America International Airport’s about training needs analysis is a good idea since the HR manager is the one with the authority over the individual’s directly concerned with training such as Mr. Pettipas. 2. Based on the case as presented above, what KSAs need to be trained? From the case analysis at IMP, it is evident that there are several knowledge, skills and abilities that have to be addressed during training to all the employees within those departments. Leadership skills need to be addressed since the HR was not able to assist Ms. Dillman in her case which portrayed that he lacked the leadership skills. Technician skills required for the metal sheet shop needs to be trained since Ms. Dillman lacked knowledge on the requirement of a metal sheet shop technician...
Words: 333 - Pages: 2
...Reflection/Training Plan Week 5 One of the best practices for a business is to have a solid need assessment, training method and training evaluation practice in place. In this paper we will go over the following: * Needs assessment * Environmental analysis * Organizational analysis * Demographical analysis * Operational analysis * Individual analysis * Training methods * Types of media * Learning principles * Training for learning skills or facts * Effectiveness of methods * Training evaluation strategies * Criteria * Pretests * Monitoring and observing training * Collecting feedback * Implementing feedback Needs Assessment Environmental analysis The purpose of the assessment phrase is to define what employees should learn in relation to job behavior. (Cascio 2013) For example with Landslide limousine all job duties and description should be defined and there should be training in place to make sure of the employees success. Organizational analysis Focuses on identifying whether training supports the company’s strategic direction, whether managers, peers, employees support training activity and what training resources are available. (Cascio2013) So with your current budget as a startup company we recommend you be conservative with your training since resources will be limited. We suggest a lot of training should be grassroots or hands on training. Demographical...
Words: 2266 - Pages: 10
...On-the-Job Training Nathan Vaughn Wilmington University BBM 315 DIS Kevin J. Cullen June 26, 2011 Abstract The purpose of this paper is to highlight a couple of different tools and techniques that can be used for on-the-job training. Some methods may work better than others, depending on the situation. Communication is very important throughout the whole training process because if two way communications fail, the instructor may think that their method is working, when in fact it is not. If the trainer is instructing and the trainee makes it known that they do not fully understand the instruction, the trainer can try a different method for relaying the information, which may prove to be more successful in helping the trainee learn. There are also different acronyms that, providing the instructor uses it, can promote the success of the training. One such acronym is “FIREARM”. “FIREARM” will be explained later in this paper. Along with previous techniques stated, I have also included personal techniques that have proven to be successful while training employees in the past. Encompassed in personal methods are the empowering and authoritarian approaches. Both are affective in their own right but should only be used when applicable. Tools and Techniques for On-the-Job Training If you were to ask any successful businessman or woman to write their biography, they would probably write about how they started out, tools and techniques they used to for training in order...
Words: 1630 - Pages: 7
...This research paper goes through twelve different articles that report on different types of trainings that companies and human resources departments can offer. They range from new hire orientation, leadership training, health and safety, mentoring and coaching, apprenticeship, and cultural trainings. O’Toole said to have the employees say “I am welcomed, therefore I belong.” All before the employees left there orientation. The human resources management is one of the most important jobs in the company. They’re responsible for all the managerial activities and tasks. One of the many things the human resources management department is in charge of is training. There are many different trainings such as new hire orientation, leadership, health and safety, mentoring and couching, apprenticeship and cultural. New hire training often called new employee orientation can get costly especially if the company has a high turnover rate. According to Brain Benton (2014) there are six reasons why untrained employees can end up costing the company more money than trained ones. The first reason being that when companies have untrained employees they’re usually unhappy employees. If employees don’t feel satisfied with their training it’s going to affect their performance. The second is that untrained employees have a low production value. Workers could have lower quality performance then they should. The third reason being that untrained employees are inefficient. It takes them longer to...
Words: 3598 - Pages: 15
...Figure 1. Concerns of Managers & Trainers in TNA Upper Level Managers Organizational Analysis Middle Level Managers Trainers Do I have the budget to buy training services? Will managers support training? Is training important Do I want to spend to achieve our money on training? business objectives? How much? How does training support our business strategy? Person Analysis What functions or business units need training? Does the organization have the people with the knowledge, skills, and ability need to compete? Who should be trained? Managers? Professionals? Core employees? For what jobs can training make the biggest difference in product quality or customer service? How will I identify which employees need training? What tasks should be trained? What knowledge, skills, ability, or other characteristics are necessary? Task Analysis TRAINING INITIATIVES AT GODREJ Phase 1: NEED FOR CHANGE • • • • • Entire distribution of Godrej transferred to P&G 1995-Break-up of the joint venture between Godrej & P&G Rebuilding exercise 1995-TQM workshop Switch from a family-run business to a professionally managed company • Changed the earlier model of management hierarchy • Adopted a participative management model – team spirit – employee improvement programmers. Phase 2: Design (Instructional Objectives) ● Total Quality Management (TQM) workshop: for all its 5000 employees to help them connect to their job. 2)Parivartan: to train new as well as...
Words: 2074 - Pages: 9
...will examine the organizational development tools and their impact on the employee development mainly related to motivation and training. Its major topic of discussion will be the outdoor training sessions and their impact of motivation and performance. Also the paper will discuss the factors that can impact the effective outdoor training sessions like study tours. Introduction The continuous changes in the technology have put the business in tough conditions to manage their employees with old system of working and management. So the human resource management has become the strategic part of the organization. Companies are focusing more on the management of their human resource to achieve their goals like cutting the cost, better performance, and high yield etc. One of the most important functions of the human resource management is the organizational development. Since the continuous change in the working techniques made the employees resistant to change. The non efficient management of the change resistant behaviors caused high employee turnover, absenteeism, low performance and ultimately results low productivity. Companies spend lot of its resources on employees’ development and training. The better trained and well developed employees bring good performance to the company which leads toward success. So the employees’ development and training is in direct relation with the performance. (abdul & aamer, 2011) Organizational development The organization development...
Words: 988 - Pages: 4
...Experience | | Q.1) Do you have a well defined policy for training and development in your organization? a) Yes b) No Q.2) Do you think that training enables your people to be self- sufficient more quickly? a) Negligible b) To some extent c) To large extent Q.3) Does the training |officer educate the trainee regarding the whole training programme before actual training starts? a) Negligible b) To some extent c) To large extent Q.4) Conference also can prove to be effective means to evaluate training programmes? a) Negligible b) To some extent c) To large extent Q.5) What type of communication do you thing is more important in an organization to improve its effectiveness? a) Formal b) Informal c) Oral d) Written Q.6) Training and development programmes are based on a) Needs of organization b) Needs of specific department c) Needs of the employee d) Any other (specify) BASED ON AGREE & DISAGREE 1. AGREE 2. STRONGLY AGREE 3. NATURAL 4. . DISAGREE 5. STRONGLY DISAGREE Impact of training programme on trainee S.no | Question | agree | Strongly agree | natural | Dis- agree | Strongly agree | 1 | Do you agree that the training programme helped you to pick up new technical skills? | | | | | | 2 | Do you agree that the training programme helped you to develop leadership skills? | | | | | | 3 | Do you agree that the training programme helped you to develop soft skills like communications...
Words: 537 - Pages: 3
...COMMUNICATIONS STRATEGY FOR MUTIONJURI MIXED DAY SECONDARY SCHOOL This communications strategy is designed to the school communicate effectively and meet core organisational objectives. The school aims at increasing target audience’s awareness that the school is partnering with all stakeholders to increase school community understanding of the partnership’s goals or services that the school provides. This will help build the partnership’s reputation or share achievements. This will help the parents and wider school community to provide feedback on partnership activity for planning or evaluation. The targeted audience will include: the parents, students, politicians, teachers, and the school based staff (internal) or broader school community (external) This communication strategy will be used at Mutionjuri mixed day secondary school. The table below sets out some examples of how messages can be tailored to different audiences. |Audience |What they need to know |Key communications messages | |Service users |- What we offer them |- We provide useful, practical information and support | | |- How to access our services |- We are trustworthy and reliable | | |- Where to go for advice |- We put services users first and value their opinions | |Local MP or MCAs |- What we...
Words: 6015 - Pages: 25
...A Diagnostic Analysis of the Lima Tire Plant Sabrina D. Foster American Military University Abstract This paper will provide a diagnostic report of the Lima Tire Plant. There are many problems within this company, and without them being properly addressed the company will continue to lose employees and production will continue to drop. The main problems that I see within this company are high turnover of the line foremen due to production and morale, training within the company. I will attempt to analyze these areas through the different metaphors we have studied over the past seven weeks. I will also provide possible recommendations and solutions that may help get the company back on the right track to success. A Diagnostic Analysis of the Lima Tire Plant The Treadway Tire Company employed almost 9,000 hourly and salaried staff in North America. The Lima Tire Plant, located in Lima, Ohio, is one of eight manufacturing plants operated by the Treadway Tire Company. (Skinner and Beckham, 2008, p. 1) In 2007, The Lima Tire Plant produced approximately 25,000 passenger and light truck tires per day. The plant encompassed about 1.5 million square feet on 128 acres of land. About 1,120 people were employed at the plant – 970 were hourly employees and 150 were salaried. The hourly personnel at the plant were unionized by the United Steel Workers,...
Words: 2977 - Pages: 12
...Employee Training and Development Employees are an integral part of an organization’s ultimate success; an organization’s goal should not only be to attract high quality employees, but also to produce them. In order to cope with the rapid changes in the external environments, organizations need to grow and innovate continuously and sustain itself in a highly competitive market by strengthening or expanding knowledge base, skills and abilities of their employees (Truitt, 2011). Thus organizations must implement effective training programs to help their employees gain essential skills they need for success, productivity and enhanced job performance. Training and education have shown to have a significant positive effect on job involvement, job satisfaction and organizational commitment (Truitt, 2011). Effective training programs should foster “positive relationship between learning satisfaction and the effectiveness of the learning applied” (Truitt, 2011, p.2). Training should be aimed to provide employees with proficiency in the execution of given tasks and allows employees to enhance their skills and competence levels and to ensure that they have access to all the resources that they need to support development and growth. Employee training “typically entails personal involvement, commitment, and experiential gains” and involves “learning by doing” (Hughey & Mussnug, 1997, p. ). Positive training may assist with the reduction of anxiety and frustration which most employees...
Words: 684 - Pages: 3
