We first conduct a pre-consult to define the problem and gain insight into its cause. We then clarify the desired performance outcome. Often this has been implied, but never directly stated. From this outcome the learning objectives are constructed with which all course content and activities must align. Therefore, when your employees complete the training, you can be confident these outcomes will
bridge the performance gaps necessary to meet your key business initiatives. By the same token, employees benefit by understanding explicitly the performance expectations and how their job tasks drive the success of the organization. Although I’m certified in nationally recognized training programs such as DDI, often I’m asked to
develop training specific to an organization’s desired outcomes and the uniqueness of their
culture. An example of a recent project is the train-the-trainer program I developed for Crane Naval
Surface Warfare Center to qualify employees to be trainers in the Crane Division University. Following
a needs analysis, I designed a highly interactive five-day course to be taught over a two-
week period. I developed the lecture, interactive exercises, and the peer review method
and qualification evaluation process. The teaching methods incorporate adult learning
principles and active learning engagement through the use of teach backs, reflection,
discussions, interactive lecture, and collaboration. The program is now part of Crane Division University’s curriculum
and has resulted in the qualification of a team of competent and dynamic instructors for
Crane Division University. The program consistently receives high ratings from learners
and the departments that sponsor their attendance. A course I developed for Big Rivers Electric Corporation in Western Kentucky helped salaried staff from all departments communicate more effectively for increased teamwork and collaboration on organizational goals.
