Ready to use off the shelf training materials

Ready to use “off the shelf” training resources

 

Are you looking for ready made training course materials?

 

As time goes on it is getting increasingly difficult to write material from scratch. Not that writing is difficult – but that the time to do so is becoming more and more difficult. Training solutions are needed this week, with little time to prepare effectively.

 

In addition it is not only trainers that are asked to design and deliver training courses, but HR and line managers.

 

With our ready made training materials it is all here for you, a complete kit:

• Facilitators guide with icebreakers and how to lead training sessions
• Leaders guide – step by step what to do and say
• Participant packs & handouts – ready for you to print and hand out
• PowerPoint slides ready for you to brand & customize 
• Certificates – ready to print 
• Activities, exercises and other resources as required

Most of our ready made & ready to use courses are half day duration, some are one day. They are easy to shorten or make longer as you need.

 

Day 2 at #cipd10 - Riding the waves of innovation

Looking at culture, diversity and innovation was Fons Trompenaars. It would be easy to dismiss Trompenaars as being out dated and out of context, but from what I recall of seeing Trompenaars some 12+ years ago his message has changed and kept fresh.

Trompenaars started out by saying that the “essence of innovation is to combine existing stuff in exciting ways”. He told stories of when his consulting firm would be asked to go in and work with firms that had just “come out the other side” of a major project with one of the big consulting firms. He said that often the client would take them around the firm and show off the IT solutions they have as a result of the work, his stated reply was “… yes but people live here”.

Describing our world as one full of bi-polar attitudes and thoughts. He cited as an example MBTI. Saying that can we only be Thinking or Feeling? Why not both? This statement resonated with many in the room. His view was that in order to innovate it was not about Thinking or Feeling – but Thinking WITH Feeling, or Feeling with Thought.



Trompenaars has strong views on a number of issues for example:



Research – is just academics quoting each other and going round in circles – what we need is “search” not “research”

Having “destroyed” MBTI (a familiar tool), he then went on to look at KAI – the Kirton innovation tool. Again criticised as being bipolar but more than that Trompenaars said that in his view Kirton has confused Invention for innovation. As a measure of inventiveness he agreed that the tool added value – but that innovation was more a function of invention AND Adaptiveness (another scale on the instrument). I found this particularly interesting, as I have thought this true since working with the Creatrix Innovation inventory. What Trompenaars described as innovation is clearly identified in the Creatrix the work of Byrd some 40+ years ago.

1. Individual or team?

The rest of the session was in essence looking at how we could help leaders to move from being bi-polar thinking – to duality – or “both and” approach. For example not the dilemma of individual creativity or team performance. He put the case that not only can we have both – but for future sustainability and growth we need both.

Overall some interesting ideas. How clearly his ideas are communicated in his book only time will tell.

My notes on this session were extensive and I will generate a bigger article in time.

 http://rapidbi.com/management/culture-to-ride-the-wave-of-innovation-cipd10/

day 1 - Delivering ambitious growth through your people

Day 1 - afternoon session - Beyond Survival – delivering growth through your people #cipd10










This was the last session of day one at this years CIPD annual conference. It was led by Carl McPhail CEO of New Look the large UK retailer.







After showing us a short (1min) promotional video showing the business time line from conception as a market stall to its current multi million operation. McPhail introduced the business as “always being about change” and that to be successful in a sustainable way “you need to engage with customers as well as employees”.







McPhail talked about the cycle of products, the number of times the average customer visited (on average twice a month) and the need to have new products on the shelf for every visit and a complete stock change every 8 weeks. He highlighted that just 5 partner suppliers provided 50% of all new products and that while many would consider this narrow supply chain as a risk, McPhail considers this to be a strength for both the supplier and themselves.







It was at this point that it really dawned on me – here is a CEO at a HR conference talking business not HR. the language he was using was more about profit, than retention or other HR measures. This was refreshing. It was not that he was ignoring HR – he wasn’t, what he was doing was truly integrating HR & the business.







McPhail went on to talk about the strategy to achieve their aggressive growth ambitions. It included the following:



Being the #1 in the retail market space

Aggressive targets

Sales & profits

Cash & returns

UK space

Product

Multi-channel

International

World class benchmarking

Obsessive customer focus

Best people





McPhail highlighted the last three:







Benchmarking, this is not within the sector to other retail providers – but best in class – logistics, finance etc

Customer focus, in that they have created social media channels, Facebook, “MyLook” – they own network, so that they can take temperature checks on a daily basis so that they can react to what the customer experience is.

Best People – McPhail himself says that he has his strengths and weaknesses, and that he knows his weaknesses and engages with the best people he can find (in and outside the business) to address this. The examples he gave was the introduction of online shopping and social media, as it was his team that recommended the change of channel.





On the people agenda – all leaders (himself included) have been assessed and personal development plans put in place. He said that he relied on his HRD to provide honest information on the people in the business and to act as a trusted adviser. The HR leadership approach aspires to provide:



Advice

Support

Trust

Integrity

Fun

Honesty



Overall this was a refreshingly honest and business led session (rather than many fad based sessions), good to hear the value a CEO puts on HR, when HR works with the leadership to deliver a successful business.

CIPD10 - annual conference

CIPD Annual Conference 2010 - #cipd10

This year as last the annual shin-dig of the Chartered Institute of Personnel & Development CIPD (the UK’s professional body for HR, HRD & OD professionals) is taking place at Manchester.
Some interesting sessions attended so far.
The introduction by Jackie Orme – the CIPD’s CEO set the scene for the event. Pointing out that for an organisation to be a success required a unique blend of both financial health of the business with an appropriate level of social responsibility.
The CIPD being both politically and sectorally independent puts the CIPD in a unique position. Orme highlighted the importance of putting the people agenda back at the centre of HR work, meeting both the business needs and the needs of the people to deliver the business.
Orme announces a package of changes to the CIPD member offer to further develop the support to members and their growth throughout their career, recognising that cost of CIPD services may have been a barrier in the past. New services and price revisions are taking place to address this.
Orme suggested that HR needed to be more insight led rather than policy led for the future success of both our profession and our organisations.
Keynote
Ram Charan
A charismatic professional that started out by asking how many people used powerpoint for such presentations.. then proceeded to spend the entire session “out in the participants” – not using any visual aids and engaging with people eye-to-eye. I suspect that some of the audience may have felt a little intimidated by this.
He had some great messages.
His first was that to be a good athlete they need to train – not just with complex kit, but doing the basics like press-ups. Now the athletes don’t like this but they do it as practice and practicing the basics is fundamental to success. Using the analogy we were challenged as to what are the boring basics we need to practice in HR/ HRD? He suggested that relationships, influencing are amongst those things – and do we practice them often enough?
The future of HR is as the trustee of the people – much like the CFO is the trustee of finance. This means we need to understand the talent we have, where each person adds value and where they do not, and to make sure that key decision makers are aware of the latent talent so that it can be retained, grown and deployed.
The key role HR has were stated as:
1)      to be the trustee of people
2)      recognise the potential in every leader in clear and specific ways (actions not competence)
3)      to find people and find a fit for them and to develop them (note the order – not what is traditional, putting people into roles!
For Hr to do this properly we must not rely on 360 and other measurements – the human brain is better at this, we need to see them in action – in the “day job”. We need to be able to spot leaders with “bandwidth” capacity.
As HR professionals, one thing that we can add strategically to the business is to be able to spot “social trends” occurring both inside and outside our organisations and look for the organisational relevance and inform business leaders. HR is better connected than many other functions to do this.
He stated the obvious and yet it seemed in context – WTHOUT PEOPLE YOU HAVE NO BUSINESS.
This session covered a lot – too much to put here – when I have digested this maybe there will be a longer piece!

#CIPD10 - The CIPD annual conference and exhibition 2010

It is now just a few short days away before the annual migration of HR professionals from all over the world to its annual conference and exhibition. For the second year running it now takes place in Manchester having spent over 20 years in Harrogate.

Thousands will be attending the exhibition run over 3 days and many conference sessions exploring all areas of HR.

HRD 2010 Day 2

Interesting session on "measuring the true valu of workplace learning"

This featured two case studies one from VW uk and the other from a yorkshire NHS trust.

Using the methodology of Jack Phillips both organisations seek to understand the business need first.

This is great but the NHS are only looking at learner and compliance data. They have yet to engahe other stakeholders (which they acknowledge is the next part of the journey) but they are not looking at real value ROI as they have no performance costs/ measures of what it costs or how long it takes to do individual tasks - will the culture of the NHS ever be there? 10+ yrs ago when i worked in the private healthcare sector we knew the costs of everything, so I know it can be done.

For L&D to really measure the value of workplace learning we needto work very closely with the operating units, know the cost of every process and be able to measure any change as the result of any intervention. I know we are years away from doing this in many public sector orgs, but if the people doing this activity really do believe they are adding value, then sooner or later they are in for a very big shock!

Posted from handheld device

HRD 2010 Day 1 - a recap

On arrival we were invited to input our registration code into a bank of touch screens (see prev post for photo) and collect our badges – this was a quick and easy process.

 

From here we had to walk around the closed exhibition area, up a flight of stairs to the gallery where pre-session coffee was being served. Looking over the gallery we could easily see the exhibiters making last minute adjustments to their stands. I don’t know who many stands fewer there were from last year, but the last time HRD was at Olympia it filled the main hall, the galleries and an upstairs smaller hall, this year it was contained all on the ground floor. A sign of the economic times?

 

Following on from previous years there are no plenary sessions at this conference so it is difficult to know the actual numbers of people attending, but there was a palpable buzz amongst conference visitors.

 

The first session I attended was Mee-Yan Chang-Judge on Organisational Development, and in particular on the needs and positioning of an OD plan

 

This lady is one of the most powerful communicators I have come across for some time. The session was run at over 200 miles per hour, In any other session I would have said the 50/60 slides would be death by powerpoint – but not in the hands and brain of Mee-Yan.

This was how to use powerpoint in a conference style setting – using them only as a visual aid.

Pausing only to take a breath and occasionally asking the audience “are you with me” before moving on faster and with more passion than before.

 

When I have had the opportunity to dissect my notes I will write a more comprehensive piece in the coming days – watch this space.

 

Coffee Break

This was held on the main exhibition floor, with several of these “coffee stations” it was quick and easy to be served – unlike some conferences where you have to queue for a long time. This also meant that there was time to look at parts of the exhibition areas (good for exhibiters) as well as network.

 

Lunch Time

For the first time I have attended a major conference I was surprised that no lunch was provided, whilst I know that this is a part of the economic downturn and cost saving activity 9like no conference bags etc – but we are used to that). For a ticket price of £1138 for two days (up slightly from last year £1163) you would have thought that a £5 day sandwich/ drink would have been included.

 

After hours Tweetup

This was an “informal” get together of HRD people active on twitter – or those that knew people active on Twitter. Around 20+ people attendes and went on for several hours and several beers!  - search the Twitter stream for info.

 

I will post more reflective comments on the sessions later…must get ready to leave for day 2!... see you there?

 

Mike

 

Welcome to HRD10

Booking in at Olympia is now automated.

having walked around the exhibition area, its closed at the moment, and up to coffee.

met up with one of the speakers, and when i asked him what he was talking about he had to look at the programme schedule to remember - I hope he remembers before his delegates arrive! I'm sure it will be great.

now sat in "role of OD strategy in sustainable devlopment"

more later

Free Networking at HRD 2010 #HRD

Are you going to this year’s CIPD Learning & Development event?  If you are looking to connect with people at HRD Then keep an eye on the MyEvent Networking Arena.

 

Day 1 - Wednesday 21 April

 

10:00-11:00  Career Coaching

Meet with Corinne Mills, Personal Career Management and discuss your future at work - get the guidance you need to progress.

 

10:50-11:15  Meet the Speakers

Spend some time with Eugene Sadler-Smith, University of Surrey and get answers to the questions on your mind.

 

11:15-12:15 Roundtable Discussion

Recruitment into HR: the challenges in attracting the brightest and best - have your say on this hot topic during a facilitated roundtable discussion.

 

12:40-13:40 Speed Networking

Build long-lasting business relationships in no time at all at our speed networking sessions.

 

12:40-13:00 Meet the Speakers

Spend some time with Wayne Clarke, Best Companies and Richard Cuthbert, Mouchel and get answers to the questions on your mind.

 

14:00-15:00  Roundtable Discussion

Shaping the Future: the role of leadership in sustained organisational performance - have your say on this hot topic during a facilitated roundtable discussion.

 

15:15-16:15  Career Coaching

Meet with Corinne Mills, Personal Career Management and discuss your future at work - get the guidance you need to progress.

 

15:10-16:00  Meet the Speakers

Spend some time with Simon McKenzie, Bridge and Alistair Elliott, Tesco Academy and get answers to the questions on your mind.

 

16.15-17:00 Speed Networking

Build long-lasting business relationships in no time at all at our speed networking  sessions

 

After hours…. TWEETUP

Or if you are into social networking how about going to the #HRD10 “Tweetup” – not as geeky as you might think. See http://tweetvite.com/event/HRD10-tweetup for details.

1700-… we all leave

The Cumberland Arms, 29 North End Road, Hammersmith, London

 

Day 2 - Thursday 22 April

 

10:00-11:00  Roundtable Discussion

Plugging the Skills Gap: how to deliver high quality internships - have your say on this hot topic during a facilitated roundtable discussion.

 

10:50-11:15  Meet the Speakers

Spend some time with Mike Harris, Garlik and get answers to the questions on your mind.

 

11:15-12:15  Speed Networking

Build long-lasting business relationships in no time at all at our speed networking sessions.

 

12:40-13:40 Career Coaching

Meet with Corinne Mills, Personal Career Management and discuss your future at work - get the guidance you need to progress.

 

12:40-13:15 Meet the Speakers

Spend some time with Nicky Garcea, CAPP and get answers to the questions on your mind.

 

14:00-15:00 Speed Networking

Build long-lasting business relationships in no time at all at our speed networking sessions.

 

15:15-16:15 Career Coaching

Meet with Corinne Mills, Personal Career Management and discuss your future at work - get the guidance you need to progress

 

 

Free seminars for HRD - day 2

Continuing form our previous post, listed below are the free seminars and workshops available for you to see on day 2 at HRD10.

Thursday 22 April 2010
09:45-10:45 Stream: Professional Development Zone

Introducing 'My HR Map' - CIPD's new online self assessment tool
Discover CIPD's new online self-assessment tool - My HR Map. Learn how you can use it to assess your capability against the activities, knowledge and behaviors in the CIPD HR Profession Map. See how you can plan your professional development with access to recommendations for development. ...more

Delivered by: Chartered Institute of Personnel and Development

10:00-10:30 Stream: Topic Tasters
Creating a culture of improvement: Trainer assessment and development beyond the happy sheet

Delivered by: Reed Learning

10:00-10:45 Stream: Learning Arena
The Scapegoat, the Trickster and You: navigating organisational change
Working with different organisational characters to deliver an expected happy ending can be a challenge. Whatever your role, join us and ensure you’re the sage, not the scapegoat.

Delivered by: Irving Allan

10:45-11:15 Stream: Topic Tasters
Zen and the Art of Mindless Learning
A short journey of exploration- what kind of learning experiences will create the capacities our organisations will need to prosper in the kind of business "ecosystems" they encounter today?

Delivered by: Jigsaw@work

10:45-11:45 Stream: Professional Development Zone
Maximising Your Own Learning
Move beyond action plans to get the most out of development opportunities, whether formal or informal.
Delivered by: MOL

11:00-11:45 Stream: Learning Arena
Unleashing Energy for Change with Physical Intelligence
Can movement transform the way people learn and engage? Learn about the concept of "I", try our body/brain workout, and experience Physical Intelligence, a new high impact development tool.

Delivered by: Companies in Motion

11:30-12:00 Stream: Topic Tasters
Future-Proof Organisations: The changing face of OD
OD must take into account the emerging need for organisations to recognise and embrace social and environmental issues alongside economic ones. We explore ways of achieving sustainable OD through leadership, dialogue and engagement.

Delivered by: Impact International

11:45-12:45 Stream: Professional Development Zone
New Look Membership & Qualifications - what's in it for you?
Hear about the new look CIPD membership and qualifications. Find out how they'll help you demonstrate and build your professional competence based on the knowledge, skills and behaviours required to be a successful HR practitioner.

Delivered by: Chartered Institute of Personnel and Development

12:00-12:45 Stream: Learning Arena
The Great Debate- coaching versus mentoring
Join us for an interactive discussion on the differences between Coaching and Mentoring as strategic development tools. Are we using the right tool for the right job?

Delivered by: Centre for People Development

12:15-12:45 Stream: Topic Tasters
Closing the Knowing-Doing Gap
People often know what they should be doing, but still don't do it. Knowing what should be done is not enough! 'FIT Science' is the next evolution in people/business development.

Delivered by: Exemplas Ltd

12:45-13:45 Stream: Professional Development Zone
Feedback Skills
Using this vital skill to improve both your own performance and that of others. ...more

Delivered by: MOL

13:00-13:30 Stream: Topic Tasters
It's All About You
Discover your own communication style and improve your understanding of others during this interactive workshop.

Delivered by: Rada Enterprises

13:00-13:45 Stream: Learning Arena
How to Put Your Audience to Sleep in 45 Minutes!
All of us need a little help with our public speaking from time to time. This energetic session offers top tools, tips and techniques to start the session properly, structure and deliver your presentation with the audience in mind and maximise your personal presentation style. ...more

Delivered by: Blue Beetle Limited

13:45-14:15 Stream: Professional Development Zone
Using Your Head at Work; the Hard Case for Soft Skills
The showcase will introduce a range of recent approaches to soft skills highlight some evidence form surveys and review some key issues.

Delivered by: Chartered Institute of Personnel and Development

13:45-14:15 Stream: Topic Tasters
In Shape for Development?- The experiential component of OD
Representing current and future organisational structure and dynamics using experiential tools allows stakeholders to explore, discuss and understand both the need for change, and the vision that OD is offering.

Delivered by: RSVP Design

14:00-14:45 Stream: Learning Arena
Mediation and Dispute Resolution Training: a drama-based approach
This drama-based presentation brings alive some key approaches to workplace mediation and dispute resolution. Attendees can formulate and even try out a number of approaches to a dramatised dispute.

Delivered by: UK Mediation

14:30-15:00 Stream: Topic Tasters
Not Just a Pretty Interface; aligning e-learning with business goals
Using case studies this session will illustrate how companies are successfully driving business growth and supporting corporate values through strategic implementation of e-learning. Maximizing adoption through stakeholder engagement, learning content design and evaluation. ...more

Delivered by: Information Transfer


14:45-15:45 Stream: Professional Development Zone
New Look Membership & Qualifications - what's in it for you?
Hear about the new look CIPD membership and qualifications. Find out how they'll help you demonstrate and build your professional competence based on the knowledge, skills and behaviours required to be a successful HR practitioner.

Delivered by: Chartered Institute of Personnel and Development

15:00-15:30 Stream: Learning Arena
'I Want to Give You Some Feedback'
People won't accept feedback if they don't believe it to be credible or accurate. If they won't accept it then has it been effective? How do you therefore encourage acceptance?

Delivered by: Management Pocketbooks

15:15-15:45 Stream: Topic Tasters
The Challenge of the Digital Native Generation
Current and next generation learners will present major challenges to HR over the coming decade. This presentation will stimulate discussion about those challenges and their implications. ...more

Delivered by: Serious Games Institute

15:45-16:45 Stream: Professional Development Zone
Buying in Training - How to ensure you get the training you deserve
This lively and interactive session using example, case study and discussion identifies the key issues that need to be addressed and covers the common mistakes L&D departments make when outsourcing.

Delivered by: Chartered Institute of Personnel and Development

16:00-16:45 Stream: Learning Arena
Green HRD: steps towards a green footprint
HRD now has to play a key role in improving the environmental performance of organisations. This session draws from a recent CIPD award winning paper for Best New Ideas and CETL award for Green Mentoring. Discuss, learn and develop individual and organisational steps to achieving a greener HRD culture.

Delivered by: Middlesex University Business School