Sustaining the Impact of Leadership Training with Joe

Sustaining the Impact of Leadership Training with Joe Wozniak, Achieve. Global

SATISFYD CX Framework

Sustaining the Impact of Leadership Training at John Deere Joe Wozniak April 27 , 2016 3

Agenda § Share sustainment Best Practices, tools and available follow-up § Increase the odds in your favor that investments in training delivers results and impact § Because “it’s not over until the objectives have been achieved”.

Diagnostic Tool Underestimating what it takes to get a learner truly excited about learning Expecting managers to do reinforcement all on their own Skipping the phase all together or trying to control it

Training Transfer After completing the Sustainment Diagnostic Tool, what are the top challenges you identified in getting training to “stick” at your Dealership? Underestimating what it takes to get a learner truly excited about learning Skipping the phase all together or trying to control it

Scrap Learning 60% of learning is not applied to the job… That’s Scrap learning is learning not applied on the job. It is the amount of training that is wasted. Source: Knowledge. Advisors, Metrics that Matter

Research: Manager Support Summary Here are the general estimates of manager support for selected activities: 21% Evaluate learner readiness Training 25% Expectation setting 52% Get involved after training Follow up on expectations Provide performance resources 35% 25%

The Sustainment Roadmap Phases © 2013 Achieve. Global, Inc.

The Sustainment Roadmap © 2013 Achieve. Global, Inc.

Ready Phase Underestimating what it takes to get a learner truly excited about learning AVOID DO § § Involve leaders in shaping the solution § Expect managers to hold pre-training meetings, (ideally 1: 1) and equip them with agenda and talking points Underestimating what it takes to get the learner motivated § Over-relying on manager ‘push’ § Asking managers to message before buy-in

The Sustainment Roadmap © 2013 Achieve. Global, Inc.

Learn Phase Underestimating what it takes to get a learner truly excited about learning AVOID DO § § Having leaders facilitate without adequate training competency Ask managers (via senior leaders) to protect the learning environment, enabling employees to focus on learning

Sustainment Tool Kit

Worksheet: Developing Key Talking Points/Messages

Template 3 x 4 Action Plan

Template: Post-Training

The Sustainment Roadmap © 2013 Achieve. Global, Inc.

Achieve Global Resource Center Reinforcement • Build the case for change • Sustain training • Coaching /application tools • Follow-up • Recorded webinars • Mastery tests • Unlimited use Becoming a member If you’re an existing Achieve. Global customer, visit achieveglobal. com/community to request access

Follow Up Skills Practice: Develop § Live practice is designed to take place several weeks to 2 months after training. § Fully scripted lesson plan for repeatable, real time practice. § Sessions generally last 60 -90 minutes. § Suggested maximum group size is 15 § Best if group size divisible by 3, as the practices are set up as trios § Can be easily delivered by a facilitator, supervisor, or assigned coach. No certification is necessary.

Application Kit: Apply § Application is designed to take place several months after classroom training. § Designed to review key concepts and explore the benefits and challenges of using the skills in specific job situations. § Fully scripted, each complete with facilitation information/tips and handouts. § Applications generally last 30 -60 minutes § Applications can be done in any order and no certification is necessary.

Sustain Phase Underestimating what it takes to get a learner truly excited about learning AVOID DO § Losing focus when the project or initiative ‘ends’ § § Controlling peer networks (versus empowering them) Equip managers to be guides – they need to know where to find just -in-time tools § Work with managers to proactively embed learning back into team-based processes

The Sustainment Roadmap © 2013 Achieve. Global, Inc.

Sustain Phase Underestimating what it takes to get a learner truly excited about learning AVOID DO § Losing focus when the project or initiative ‘ends’ § § Controlling peer networks (versus empowering them) Equip managers to be guides – they need to know where to find just -in-time tools § Work with managers to proactively embed learning back into team-based processes

Building a Sustainment Strategy Tips § The more practices you use the better. § Keep it simple! § Focus on those areas where you know there are gaps or cultural challenges. § It’s about progress not perfection.

Insight & Action § Chat one insight you have had from our session, or one action you will take when you get back to the dealership.

Thank You Joe Wozniak Sr. Account Executive 630. 237. 3712 Joe. Wozniak@achieveglobal. com

For more information about Joe at Achieve. Global visit: http: //www. satisfyd. com/proven-experts/ Contact direct by emailing: Joe Wozniak joe. wozniak@achieveglob al. com Contact us at: Customer. Success@satisfyd. com To check out more about us visit our website at www. SATISFYD. com and take our Dealer Performance Assessment at http: //www. satisfyd. com/resources/performance/!