http://www.leadingedgetraining.co.nz/index.html News from Leading Edge Training Solutionsenallan@leadingedgetraining.co.nzCopyright 2010 Allan2011-12-06T21:50:35+13:00 hourly 1 2000-01-01T12:00+00:00 Wed, 07 Dec 2011 00:33:42 +1300allan@leadingedgetraining.co.nzNone2011-12-06T21:50:35+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/1e4eec24f6b58bc88c77c64093c7545c-21.html#unique-entry-id-21http://www.leadingedgetraining.co.nz/Allans_Blog_files/1e4eec24f6b58bc88c77c64093c7545c-21.html#unique-entry-id-21At the risk of starting yet another favorite mac apps blog, I thought I should mention a few of my absolutely favourate applications, those that every now and then I think, I’m glad I have this gem in my toolkit. As a trainer, I need hardly mention that Keynote or Powerpoint are a must, so I’m not going to mention them at all (‘whatever you do don’t mention death by powerpoint’, woops did I say that word again?)

Seriously, my all time favourate has got to be Imagewell, I always turn to it when I have a quick and easy image editing task. As stated on their site “ImageWell is a powerful, compact image editor for all the simple, everyday image editing that you need to do. Drag images in and out of the well, resize, crop, shape, rotate, flip, add watermark, label, border, drop shadow, plus more.” I use ImageWell weekly and it is great value for money.

My second favourate is Dropbox, it’s a great way to send files that are too big to send by email. Just load them into Dropbox, email the url to whoever needs to open the files, and they can download them. Great for sharing photos or large work files with pictures/illustrations. In my case these might be training manuals. The great thing about Dropbox is that it is free and you get more storage space if you refer someone else, and they become a Dropbox user. Speaking of which, anybody want a referral?

And then off course there is the very programme that I use to create this blog, and this website - Rapidweaver. I love the fact that at one end you can build and publish a very decent website with minimal know-how. Then as you grow in confidence and knowledge, your website can take on whatever look your creativity dreams up.

I could go on, but this is already getting too long, do you have any favourate apps that are useful to a trainer. ( Windows folk welcome to add their thoughts as well)

]]>allan@leadingedgetraining.co.nzNone2011-10-13T16:47:48+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/c1e1672c8308e4aee7bc4ee67d09146c-20.html#unique-entry-id-20http://www.leadingedgetraining.co.nz/Allans_Blog_files/c1e1672c8308e4aee7bc4ee67d09146c-20.html#unique-entry-id-20I recently joined an online forum for Training Practitioners; its one of those things you might consider to help you see what fellow trainers are thinking in other parts of the word. I was attracted by a a discussion on ‘Incorporating fun/humour into training’ So I joined in, most folk agreed that they found spontaneous humour helpful and there were some interesting ideas to plan in some chuckles. I thought I would share my contribution here :-

‘Part of it I think is about knowing yourself and what works best for you. I dont remember jokes and would not deliver a good punchline, but there are people who do. Most stand-up comedians spend a lot of time rehearsing their lines and the timing is important to them. As for me, rehearsing would be a disaster, I am spontaneous. But I do know that my spontaneous humour works best when I know the people I am with, so I invest in getting to know and relax with my course participants before the course. How? A few emails going between us prior to the course, being there with them having coffee/tea before the course, instead of standing up front reading my notes, a fun warm up activity fairly early on. So in a sense I have prepared the way for my spontaneous humour. And then there are those short video clips or comic strips salted into the presentation, carefully chosen to make a learning point, introduce a topic, but at the same time signaling that you have a sense of humour and we are going to have fun.’

You will find the full discussion here

]]>allan@leadingedgetraining.co.nzNone2011-09-23T17:03:00+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/ad70a8bf2a0df370eb180557f2829251-19.html#unique-entry-id-19http://www.leadingedgetraining.co.nz/Allans_Blog_files/ad70a8bf2a0df370eb180557f2829251-19.html#unique-entry-id-19
Research undertaken in the retail sector showed that when it comes to accident frequency rates, companies that fare well on Safety Policy and Procedure audits do no better than companies without these sophisticated systems in place. So you ask, should I sack my Safety Officer, throw out the paperwork and save myself a bit of money? Not at all, what you have done is a good start to implementing safety standards and it may have helped to reduce your ACC premiums.

If on the other hand you are looking for more than this, you want your employees to practice safe working habits and you are keen to substantially reduce your accident frequency rate (and the cost in human trauma, rehabilitation, down time, bad press etc) then we suggest you speak to Adapto. These folk are associates of ours who really understand what it takes to make a workplace and the people in it safe. Dr Paul Reyneke of Adapto did his doctoral research in this area and has implemented his approach to safety at numerous sites with great success. It’s an approach that is life changing (and for some it may have in fact been life saving!)

So what will you get if you partner with Adapto to implement or revitalise your safety campaign?

*   A reduction in your accident frequency rate
*   A positive change in the culture of safety in your organisation
*   Employees using safe work habits
*   Simplified safety system and paperwork
*   Passing the ACC audit, leading to reduction in ACC premiums
*   Regular training and coaching through the process, over a 6-month period.

If that's not enough to get you reaching for the telephone, consider that organisations inevitably recoup the cost of the intervention though the reduction in ACC premiums. Give Paul a call on 021 312927 and mention where you saw this, who knows, he may shout me coffee.

Check out the Adapto website here

]]>allan@leadingedgetraining.co.nzNone2011-04-18T12:29:07+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/4547c86472005c5d71ffb2fcc7997a6c-18.html#unique-entry-id-18http://www.leadingedgetraining.co.nz/Allans_Blog_files/4547c86472005c5d71ffb2fcc7997a6c-18.html#unique-entry-id-18link to the flyer.

]]>allan@leadingedgetraining.co.nzNone2011-02-28T14:53:02+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/2db55c4b1319eb54c87c009de280643d-17.html#unique-entry-id-17http://www.leadingedgetraining.co.nz/Allans_Blog_files/2db55c4b1319eb54c87c009de280643d-17.html#unique-entry-id-17
Personally, I love technology and can find my away around most situations when it doesn’t behave. But even in this day and age when computers are part of everyones lives, not everyone chooses to become fully literate with their hardware and software. One cant blame them, there is more to life than that and the field changes so quickly.

Crammed on the trainer’s table at our recent training for trainers course was a projector, amplified speakers, two macbooks, a camera, cellphone, remote controls and off course all the connecting wires. Over the years I’ve had to deal with laptops not talking to projectors, flash drives not showing up on the computer, video clips not opening on the available software, VGA connectors needing an adapter and recently a ‘keynote’ presentation created in the latest version of the software not opening on a computer with the previous version.

What’s the solution? Well, for me it’s 1.Take my own laptop and projector, even if there is a built-in system at the venue, 2. Checklist to make sure I have all the hardware I need (including that little adapter that I have left behind before, and the power lead) Have multiple video clip playback programs (quicktime, VLC, MPEG streamclip etc) 3. Save my presentations on multiple media (hard drive, flashdrive, CD/DVD) If you have created your presentation with the latest version of software and you are presenting on someone else’s computer you could use the ‘save as’ function to save a second copy in a previous version.

Overkill? feel free to join in the discussion to share your presentation horror stories or to give your ideas to cover all the bases.


]]>allan@leadingedgetraining.co.nzNone2010-12-28T12:26:11+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/99cf67c4800bf7ed03a444d1de365448-16.html#unique-entry-id-16http://www.leadingedgetraining.co.nz/Allans_Blog_files/99cf67c4800bf7ed03a444d1de365448-16.html#unique-entry-id-16
With economic recovery means more training and retraining and that’s good for us of course. In addition, 2011 sees us broadening our training activities into a new field and we will say more about this in the new year. Over the last month we have been visiting some of our clients to hand out our 2011 calendar and ‘test the waters’ regarding this new area of involvement.

If we haven’t called on you, or sent you one of our year-at-a glance A4 size calendars, please email or phone if you would like one. The calendar features a picture of a sunrise over the Hauraki Gulf, taken from our offices on the North Shore.

]]>allan@leadingedgetraining.co.nzNone2010-10-15T13:13:52+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/0b8a7b9b0bd4733cfc8914bb77e5cc94-15.html#unique-entry-id-15http://www.leadingedgetraining.co.nz/Allans_Blog_files/0b8a7b9b0bd4733cfc8914bb77e5cc94-15.html#unique-entry-id-15The trapped Chilean miners are now free and people throughout the world rejoice with them and their families and the Chilean people. Stories have emerged of courage, perseverance, personal anguish, faith and hope, leadership and teamwork. No doubt many articles and books will be written, documents and films made. 70 days is a long time to be trapped underground, it’s a unique story to be told.

It’s often the stories, the practical examples that we remember long after we have forgotten the facts and figures when attending a training course. I imagine we will have lots to learn from the miners about leadership and teamwork. As in any team there would have been shared leadership according to the individual strengths of the men. Some would excel in initiating activities to keep up morale, others stimulating physical activities, others looking towards peoples spiritual needs etc. And there would be concepts such as shared purpose, goals, celebrating success. I look forward to hearing the stories and discussing the learnings with delegates to our supervisor and teamwork courses.

]]>allan@leadingedgetraining.co.nzNone2010-09-09T11:58:28+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/8d754671ea5a8b061b2657df6f8fe076-14.html#unique-entry-id-14http://www.leadingedgetraining.co.nz/Allans_Blog_files/8d754671ea5a8b061b2657df6f8fe076-14.html#unique-entry-id-14Music is never far from me, whether it be a song sung whilst strumming my guitar, itunes playing whilst working at my computer, or a whistle whilst waiting in a supermarket queue. (interestingly this often creates comment)

So it’s only natural that I would use music within a training course. Music can help to set the tone as delegates arrive and mingle before the course starts, or when they return from breaks. Music can also provide a backdrop during small group breakaway sessions. Researchers have shown the benefits to the learning process if music of the right tempo is played during teaching or learning. Students studying for exams have long used music to enhance their learning environments.

A question about music in training by a delegate to our recent ‘IMPACT training for trainers’ course led me to look at the subject a little closer. As a result I have a number or articles on the subject I could recommend to those interested. I have also purchased some baroque guitar music created specifically for learning environments (it makes great background music when you invite your friends over for dinner as well :-)

Feel free to share your own experiences here and to contact me for more info.

]]>allan@leadingedgetraining.co.nzNone2010-07-21T14:59:52+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/ad07154a43904b80bb0ec4972513d200-13.html#unique-entry-id-13http://www.leadingedgetraining.co.nz/Allans_Blog_files/ad07154a43904b80bb0ec4972513d200-13.html#unique-entry-id-13
We recently had an opportunity to combine the skills and material we have running ‘train the trainer’ courses, with the experience some of us have of teaching computer literacy. The outcome has been a ‘train the trainer course for computer software trainers’. The course has been refined over several months of application and we now have a product that is ‘tailor made’ for those who, on a full time basis or as part of their regular functions, impart their computer software skills to others. We welcome enquiries as to how we can work with your Organisation, or for the possibility of a pubic course.

For details of the learning outcomes for this course follow this link.




]]>allan@leadingedgetraining.co.nzNone2010-03-29T17:52:27+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/e29168917f6b9930c3e9394cfeebeac4-11.html#unique-entry-id-11http://www.leadingedgetraining.co.nz/Allans_Blog_files/e29168917f6b9930c3e9394cfeebeac4-11.html#unique-entry-id-11
Training Needs Analysis seems to have stood the test of time when referring to the process of finding out, in advance of training, who and what should be trained. Is this term accurate I wonder? What about Development Needs Analysis? (could be abbreviated to DNA) This would suggest a more proactive, forward looking approach. And of course, since training is not always the solution, what about broadening it to Performance Improvement Needs Analysis? (PINA?)

I suspect it will be Training Needs Analysis for some time to come.

]]>allan@leadingedgetraining.co.nzNone2010-02-26T15:37:35+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/019a7a0fdd609c05378d71e8d671c27c-10.html#unique-entry-id-10http://www.leadingedgetraining.co.nz/Allans_Blog_files/019a7a0fdd609c05378d71e8d671c27c-10.html#unique-entry-id-10
On the back of the calendar we show the dates of our scheduled public courses:
IMPACT! Training for Trainers, ON-JOB Training, LEADERSHIP Skills for Supervisors, Introduction to TEAM LEADERSHIP, TEAMWORK, FOOD SAFETY, HEALTH and SAFETY, Unlocking Business COMMUNICATION, Essential COMMUNICATION Skills and COMMUNICATING with CUSTOMERS

We have a few of these laminated A4 sized year-at-at-glance calendars left. If you would like one, please use our 'contact us' page to email your Name, Job Title, Company and Company Address. We will post one to you, subject to availability.

]]>allan@leadingedgetraining.co.nzNone2009-08-06T12:00:38+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/684189423c4939e64096bd93f23a0e24-9.html#unique-entry-id-9http://www.leadingedgetraining.co.nz/Allans_Blog_files/684189423c4939e64096bd93f23a0e24-9.html#unique-entry-id-9
It’s a bit harder to do this when supervisors are sent to a public/external course, but it’s not impossible. If you want to get the most from supervisors attending public courses, discuss the expected outcomes with the course providers and arrange for pre course briefings and post course implementation and reviews.

It is our desire that delegates do not simply enjoy our courses (which they do). We want them to implement the skills and insights gained from participation. To this end we have developed a few add-ons to our Leadership Skills for Supervisors course - assignments, coaching etc. We offer most of these for no additional cost to clients. Some that will involve us in ongoing support will carry a reasonable fee.

There are off course some decided benefits to public courses. One is that there is less likelihood of participants being called away to attend urgent(?)issues. Another is that delegates benefit immensely from interacting with participants from diverse working environments.

Contact us if you would like to know more about our Leadership Skills for Supervisors course and the added value add-ons (plug-ins for the computer minded)

]]>allan@leadingedgetraining.co.nzNone2009-03-25T18:00:32+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/5b112ea8704c7dbcd59599eb72527f08-8.html#unique-entry-id-8http://www.leadingedgetraining.co.nz/Allans_Blog_files/5b112ea8704c7dbcd59599eb72527f08-8.html#unique-entry-id-8
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.

Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.

Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.

I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.


]]>allan@leadingedgetraining.co.nzNone2009-01-17T21:55:56+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/ac7c91e679ddb3f7635aadcb06390e9f-7.html#unique-entry-id-7http://www.leadingedgetraining.co.nz/Allans_Blog_files/ac7c91e679ddb3f7635aadcb06390e9f-7.html#unique-entry-id-7
We do a fair amount of health and safety training in industrial/commercial environments and we always relate what we are teaching to both the work and the home environment. It is interesting however, that whilst people can see the relevance and application and may even be committed to safety in the workplace, they are often not so studious in the home.

With this in mind, during this last year, I decided to put my money where my mouth is and upgrade my safety systems around the home. I started with buying a domestic fire extinguisher, followed up by a few more smoke alarms, of both types, and more recently as part of my Christmas stocking to myself, I bought a residual current device for use with my power tools.

Perhaps a training workshop, dedicated specifically to health and safety around the home, wouldn’t go amiss. Reduced absenteeism would surely justify a few hours of company time, not to mention the spin off of heightened safety awareness in the workplace. And then of course there is the thought that one may be saving at least one family from the trauma of the loss of a loved one. Give us a call and we can put something together for your work teams.


]]>allan@leadingedgetraining.co.nzAllan's Blog2008-12-06T18:38:13+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/c14c0e3f68f0550f62c62d999aa2dec4-6.html#unique-entry-id-6http://www.leadingedgetraining.co.nz/Allans_Blog_files/c14c0e3f68f0550f62c62d999aa2dec4-6.html#unique-entry-id-6


]]>allan@leadingedgetraining.co.nzAllan's Blog2008-10-04T13:54:24+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/73f9122b56344ccc18882f8ec33a999d-5.html#unique-entry-id-5http://www.leadingedgetraining.co.nz/Allans_Blog_files/73f9122b56344ccc18882f8ec33a999d-5.html#unique-entry-id-5
To improve results, supervisor training programmes should be based on a clear understanding of what needs to change. In addition, the material must be presented using well established learning principles. Thirdly (not to mention fourthly fifthly and sixthly) there should be support to ensure that what has been learned is implemented. This may very well be the most important factor in ensuring that the desired change takes place.

Most trainers will have faced a group of learners who say "why don't our managers attend this course, they need to know this too." And of course the managers may very well have the knowledge and skills that have been taught. The issue is that they don't always believe it, or they don't take the time to follow through and coach their staff after the course.

There are ways around this, but they are not always used - Involve managers in the decision as to what will be trained: facilitate a shortened version of the course and add coaching skills for the managers; visible support from the very top. Also, never underestimate the power of administrative systems that support the correct way to do things.

Coming to think of it, all that I have said applies to any training, not just supervisory.

]]>allan@leadingedgetraining.co.nzAllan's Blog2008-08-24T21:11:37+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/03acbae444e2aff4e5e2e24f98060de0-4.html#unique-entry-id-4http://www.leadingedgetraining.co.nz/Allans_Blog_files/03acbae444e2aff4e5e2e24f98060de0-4.html#unique-entry-id-4My association with the IMPACT course goes back nine years. The PIC (Performance Improvement Centre) was part of the Auckland College of Education and I was 'at the right place at the right time.' I was co-opted in to the team to help edit and write some of the material before it was sent to the publishers. As an associate of the PIC I was called in from time to time to facilitate IMPACT train the trainer and other PIC courses.

So whilst I am sad that Tom and Susan will be shutting the doors on PIC at this time, I am delighted and privileged to have been entrusted to fly the IMPACT flag for this season. We at Leading Edge Training wish Tom and Susan all the best in their respective new ventures. We look forward to working with the PIC clients who have supported and valued IMPACT over the many years of it's excellent service to New Zealand Trainers.

]]>allan@leadingedgetraining.co.nzAllan's Blog2008-07-26T15:39:31+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/d25aaa9a15ea10e9ba525637797bc5f2-3.html#unique-entry-id-3http://www.leadingedgetraining.co.nz/Allans_Blog_files/d25aaa9a15ea10e9ba525637797bc5f2-3.html#unique-entry-id-3
The Tertiary Education Commission describes the Learning Progressions as a guide that can help tutors identify the next learning steps adult students need to take in order to strengthen their expertise in numeracy, literacy and language. They are designed to offer information and a structure that can be used to develop curricular and learning and assessment tools.

So here is a tool for literacy tutors - there will be some challenges getting to grips with the theory and applying it, but once mastered the tool will provide tutors with clearer direction and the learners with better outcomes.



*The publication Learning Progressions for Adult Literacy and Language (Tertiary Education Commission, 2008a) describes the steps towards competency in literacy and language that apply to most adult learners. http://www.tec.govt.nz/templates/standard.aspx?id=1016
]]>allan@leadingedgetraining.co.nzAllan's Blog2008-06-06T21:06:18+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/c5bcec3998aad4edf200f258a24b3d4a-2.html#unique-entry-id-2http://www.leadingedgetraining.co.nz/Allans_Blog_files/c5bcec3998aad4edf200f258a24b3d4a-2.html#unique-entry-id-2
Things have come a long way since these days and there are now many alternatives for developing and using CBT and CBE on stand alone computers, company intranets or over the internet. Despite this, when I visit clients or prospects in the field I am yet to see the predicted figures for the % of training conducted through CBT (if I remember correctly some were talking of 80% by this time.) What I mostly see is the odd CD Rom or DVD sitting in the training room, and a perhaps a few employees registered with distance learning providers. Perhaps that is enough, and let's face it, there will always be a place for face to face training. But are Companies making the most of CBT opportunities?

I would value your thoughts and comments on the CBT you are using, the pros and cons, what you would like to see developed in this area etc.]]>allan@leadingedgetraining.co.nzAllan's Blog2008-04-27T20:37:12+12:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/10414f3bb11c3acb37754262ecbb3950-1.html#unique-entry-id-1http://www.leadingedgetraining.co.nz/Allans_Blog_files/10414f3bb11c3acb37754262ecbb3950-1.html#unique-entry-id-1
So we are thinking of coaching in-company manual writers. There would be an initial three to five days of training followed by several months of coaching. We would take people through all aspects of the process - planning, observing, exploring sources of information; taking and editing digital photos; using our template for capturing the data; developing a reader-friendly manual and so on. Manual writing is not for the fainthearted. It involves diverse skills such as breaking processes down to easily followed steps; an ability to observe and understand mechanical things; asking relevant questions; note taking, and computer skills. Our course will focus on all of these and our ongoing coaching will be in areas that the manual writers particularly need.

We would love to hear from Human Resource or Operations Departments who are thinking of developing operator manuals as an integral part of their employee development process. Perhaps you are already doing so, and would like to up-skill your writers, make the manuals more reader-friendly and inclusive of all important safety issues.]]>allan@leadingedgetraining.co.nzAllan's Blog2008-04-01T23:33:15+13:00http://www.leadingedgetraining.co.nz/Allans_Blog_files/993ac4cd74b098b9b6379e29faa73ad3-0.html#unique-entry-id-0http://www.leadingedgetraining.co.nz/Allans_Blog_files/993ac4cd74b098b9b6379e29faa73ad3-0.html#unique-entry-id-0
We have been addressing these very things in a company we work with, and the results have been astonishing. Our work based literacy assessment tools have uncovered the core skills required by each supervisor and each is now on an individualised one-on-one programme of development. As a result, meetings are more productive and outcomes documented, confidence has increased, proposals to improve shop floor productivity are better articulated and therefore supported by management. The list goes on.

We are encouraged. It takes time and effort but companies who go down this route will reap the benefits and so will the individual supervisors. For them it can be life changing.

Feel free to contact us if you would like to know how we can assist within your organisation, or if you are just curious to learn more.]]>