Monday, June 28, 2010

Why Do You Receive Requests for "Refresher" Training?

There were times that I was asked to give refresher training to employees who should now be using the skills on the job. Yet, I believed that the training was complete and the employee left knowing the material that was taught.

Other topics to consider if you are attending the July 9th, "The Teflon Trainee: Overcoming Obstacles to Make Training Stick" event are:
  • How many requests do you receive for "refresher" training?
  • Have you ever felt that these requests stemmed from the fact that management never reinforced the initial training?

Please feel free to post your responses in the comments of this blog.

If you have not registered yet, you can do so at

Thursday, June 17, 2010

Interview with Terrence Donahue: Part I

Terrence Donahue
Presenter for the July 9 Program
"The Case of the Teflon Trainee: Overcoming Obstacles to Make Training Stick"


Terrence attended Eastern Illinois University ( the Panthers) in Charleston, where he earned his BS in Education. He attended on an athletic scholarship, competing for the Panthers in both cross country and track. He has worked as VP of Instructor Quality, Director of Training, and Senior VP prior to establishing his own business, the Performance Maker Group, in Muskego, Wisconsin. He is the father of 2 boys and 2 girls, all under 14 years of age.

Terrence's favorite spectator sport is (drum roll, please) ...professional football. His favorite team? The Chicago Bears. His favorite meal is a tossup, either ribs or pizza.

Called "The Trainer's Trainer" by his clients, his trademark is providing clients with practical processes and tools to succeed in their roles.


"Terrence, how can T&D professionals ensure that line managers do appropriate follow-up to "make training stick?"

Mr. Donahue

There are several ways T&D can accomplish this.

  1. Emphasize the cost of training given, but not applied

  2. Influence the influencers, since T&D doesn't have authority to ensure change occurs

  3. Help managers understand their role in the training process


"You stated in an earlier interview that the value of T&D professionals' work will come 'not in the things, we say, but in the questions we ask.' What has helped you become a better listener?"

Mr. Donahue
Watching other people listen. I learned this from observing my mentor, both in business meetings and in social settings. I made a conscious decision to work on my own listening skills. If you can ask good questions, people never argue with their own data.


"What's the biggest obstacle to learning that trainers overlook?"

Mr. Donahue
Trainees don't know why they're taking the training program or what will be expected of them upon completion of the training. This needs to be reinforced by the trainee's manager, both pre- and post-training.

In 2 weeks, we'll post Part II of Terrence's interview. Find out if his favorite actor is:

A) Will Smith
B) Charles Bronson
C) Bob Hope
D) Leonardo DiCaprio

Transfer of Training Tactics

How many "transfer of training" tactics are currently built into the design and delivery of your existing curriculum?

Thursday, June 3, 2010

Where is the current "finish line" for your training programs?

When you are designing training programs, do you consider when the course is really completed? Consider this question: "Is the finish line at the end of the course or is it six months later after a full implementation plan has been launched, executed, and evaluated?

What are some of the techniques you use today to determine if training has transferred to the job?

We welcome your comments.

See the following website to register for "The Case of the Teflon Trainee: Overcoming Obstacles to Make Training Stick" on July 9, 2010: