Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy

Factors HR managers need to consider when building corporate training programmes

 

Question 1)      In your experience, how has corporate training needs evolved? (Are they getting more/less important/popular, etc.) What is driving this trend? What types of training is becoming more popular and why?

Arthur: Skill is only a small part of what makes a valuable employee (14% to 22% according to a 1968 Stanford study). The key factors are attitude and the maintenance of the attitude. So basically, we are dealing with emotions and how they affect not only individual performance, but group performance. So in today’s society, there are drastic changes in how people get their emotional gratifications fulfilled. Mobile phones, texting, Facebook and other  social media has made it easier to gain a fast fix of emotional gratification unrelated to the job… PLUS, communication is so fast these days, that change is faster than ever… thus HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required!

So training Needs MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

 

Question 2) What are the different types of training that a HR manager should think about? (Professional, professional, skill-based, leadership, fun/social etc)

Describe what each one entails and why this is important in the holistic scheme of things. Give examples of each.

Arthur: Training, all training whether it is hard skill or soft skill, MUST have elements of a psychology foundation and how the learning affects and applies to Group Dynamics (most people do not work alone and their skills need to coordinate with others workers or department or even organizational objectives).

The other important factor in choosing training is that different people physically process information and the world around them differently. This means that if a training program is designed and/or delivered by a person who only looks at the training and concepts from his/her perspectives, and the delivery, materials and multimedia follow the same process, that there will be a discrepancy in learning from many of the participants… Training MUST take into account multiple brain communication processes in order to be effective across an entire group of participants.

The most effective training is multi-faceted with “experience” involving MUCH more than discussion or games with little relevance to the objectives. It MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end. Learning from the beginning of the training MUST connect to each learning  that is after it and be reinforced throughout the program. Research has proven Emotion supports memory and the more good OR bad feelings trainers can create to their learning, the easier it is to retain the information… attaching PERSONAL emotional gratification to the Implementation of each learning through a reflective process also affects implementation.

Peter Senge’s Learning Organization processes are one methodology that takes many of these into consideration as it develops people and their personal success through a group process. This process affects the working environment to be affected and thus leverage the training results.

Example: When an organization applies Senge’s 5th discipline, people come together as a unified force to affect organizational culture. Everyone (well almost) becomes involved and people unite toward being better in through their organization.

Implementation of 5th discipline initiatives has positively affected organizational culture in less than 1 year of implementation.

Directive Communication Group Dynamics Psychology is another discipline that is designed for Training (as mentioned above) as well as Organizational Development. It incorporates the Colored Brain psychometric model to make sure that all Brain Processors are included and maintains motivational psychology throughout the entire training process to improve implementation. Directive Communication has also developed a series of proprietary tools that build and reinforce learning and emotional connections to the learning for better retention and action. Also, since Directive Communication Psychology is an applied Group Dynamics methodology designed for Organizational Development, every learning and exercise is tied to the incorporation into a group setting to affect the overall working environment to leverage training results to affect organizational culture.

Example: After a Directive Communication based course such as the HERO’S WAY holistic leadership program (incorporating multiple facets and psychology of what is required to lead well in today’s society), leaders already have an implementable process they have created and are excited to apply it in their organizations to affect their department’s culture and effectiveness. The results are a unified group with a common purpose that is engaged. Leaders bring with them the Directive Communication tools and processes to support them. A 2007 study indicated that Directive Communication workshops got 42% more retention and 38% more implementation than other experiential based workshops.

Training Tools

DC Training Tools

 

Directive Communication has also been used in Culture Change initiatives that resulted in visible culture transformation in less than 80 days.

 

Question 3) When it comes to training, how can HR managers weight the benefits of in-house versus external vendors?

Arthur: To answer this, you must look at the commercial side of it. To create a public course, event organizers must make an enticing but generic program. Then they must charge enough to compensate for advertising and marketing as well as making a profit. So on a per person basis, it becomes very expensive. And then the is the “Being on the same page” factor. When you send 1 to 3 people to a public workshop, they come back with new ideas they want to try, if the trainer and training methodology were good, the participants are motivated… there is only one problem (ok two), no one else went to the training, no one else got the motivation and no one else is convinced, so the power of environment wins again and what could have been a great asset, becomes another cool idea that never got implemented because there were not enough people that bought into it. The second problem is that other people may have had Different Training and have very different ideas of what should be done, so often what happens is NOTHING gets done due to the politics and people just giving up because its too much hassle.

On the other hand if say 20 or 30 of your people (who have access to each other) attend the same class, they have a support group to make things happen, they can apply what they have learned and compare notes on progress, they can hold each other to objective related commitments. They speak the same language and have the same vision to improve personal and organizational success. And, depending of the type of training, they may be able to leverage the core methods to other training… saving time and effort in other disciplines. The DC360 System uses the core training methodology.

 

Question 4) What must HR managers keep in mind when developing a programme to ensure all levels of the organisation are looked after?

Arthur: HR is not only responsible for arranging training, but to promote training to their stakeholders. So, when HR partners with the marketing guys, there is a winning combination (unless of course the course provider provides this service). Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title. They MUST have something NEW, something they have not learned and it must seem relevant to solving THEIR problems. Of course if the training program does meet the criteria, HR still needs to promote it and get them excited that, YES, This Training, IS the one that will SOLVE their Problems (ok, some of their problems)!

 

Question 5) What are the basic components (checklist) to consider when selecting courses and vendors?

Arthur:

o   MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

o   MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end.

o   MUST connect to each learning from the beginning to the end and reinforce it throughout the program.

o   Training methodologies or certifications MUST be accredited, you don’t want someone reading a book and calling themselves an expert. Organizations like the American Institute of Business Psychology and  Accrediting Council for Continuing Education & Training are independent bodies that assure organizations get what they are paying for.

o   They should have video testimonials of participants, written testimonials are often questionable but video is verifiable.

 

I will actually be doing a webinar regularly over the next few months giving more detail on these factors if you would like to link your audience to it… it is free: http://www.ewebinars.com/634/3nqtaqala9/webinar-register.php

 

 

194 thoughts on “Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

  1. I highly recommend the fifth discipline by peter sange , it an amazing book on how passive feedback and active feedback work for anybody in an organization and how it promotes organizational learning .

    It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, specially the group dynamism and colored brain theory

    At a time when the world is going through tough financial and economic situation, it is very essential for the corporate and the public sector look at trainings in a new approach, it is every trainers responsibility to take the charge of the situation and head on with training managers, it’s not about cost cutting that they should be worried about but savings a lot of savings and gains that a company will incur by adopting such approach.

  2. Employee training and development should begin with a training need analysis, i.e. TNA.

    The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

    Learning must eventually lead to performance improvement.

    HR Managers should also look at Competency-based learning, which would include team building, effective leadership, effective communication, motivation, goal setting, and the other soft skills which I believe are entrenched in the DCI learning programs.

    Continuing education is important if you want to remain relevant and competent in your working career.

    Cheers!

  3. Arthur, a great write up on the nuances and needs of trainings in any organisation. True to the explanation in the write up, DC Psychology is a complete solution to the Human Capital. The best part is that DC brings to fore the “Whole Brain Thinking Concept” that gets the subject a much deeper imprint in the sub-concious mind of an individual, and thus a better retention and imbibing.

  4. The efficacy of training programs has always been questions and some have just been a completion of a budgeted or a planned activity. Bringing in the emotional connect is what is missing out in most trainings.

    The ability of the trainer to be able to connect with each and every trainee is important. It is always important to spare some time at the begining of the session to identify individual trainees expectations and evaluate if it was fulfilled at the end.

    Most importantly, trainees or participants do have queries and the trainer politely requests that they shall be addressed at the end. Typically, it is better that response to such queries is provided immediately else, the person who has raised the questions stays in a distracted mode till the end. By closing time, the session either over-runs its scheduled time, the trainer wraps up and skips topics which could be of crucial importance and due to paucity of time, does not remember to respond to those pending queries. This is also emotional connect.

    Happy Learning!

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  55. The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. This one is awesome from arthur Carmazzi

  56. We’ve got processes for making changes to the website, answering customer inquiries and even emergency procedures. Processes eliminate questions like, “How do we do X,” or “When do we do Y?” Having a process or set of processes in place gives your team the power to operate on their own and in the same manner that you would. The processes are what will allow your business to scale from one to five, and then 20 employees. Over time, we’ve seen our processes help us grow from 20 to 100 people.

  57. This is such a good article it is beneficial to enhance my corporate training knowledge. I will sure take note of this and will be looking forward to more of such as this articles. Thank you so much.

  58. It is either starts with WHY or HOW they are both helpful and useful in a very different way. Each and every company have their own and unique organizational culture. However, I found this blog of yours Sir Arthur very interesting and helpful so I’ll be going with “START WITH HOW”.

  59. It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, especially the group dynamism and colored brain theory.

  60. Learning must eventually lead to performance improvement. Employee training and development should begin with a training need analysis. The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

  61. A standard process control can avert potentially costly mistakes for a company. For example, a steel pipe company can produce a great variety of steel pipes such as galvanized steel pipe or black steel pipe in a day and the specifications are also different one another. By the measure of process control, the sizes of steel pipe will be more precise which can avoid potential questions. Besides, process control requires a complete monitoring which can find problems in advance. The process control will allow a company change to fix problems early which will become a significant problem later. You are amazing as always Arthur Carmazzi.

  62. Considered as one of the core and important part of an organization is its training strategy. It is where you’ll introduce your company culture to the new employees and will be the key for them to embrace it. I am very grateful for this knowledge sir Arthur Carmazzi!

  63. I love what you’ve said about “Skill is only a small part of what makes a valuable employee”. I also believe that behavior, cooperation, attitude and being a team player is much needed in hiring an employee. People should know how to play with the team. You are so amazing as always Arthur Carmazzi.

  64. Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provide both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.

  65. Very informative and very helpful tips to be considered by the HR managers or when it comes to the HR side that will help the organization’s culture to improve. You are amazing as always Sir Arthur Carmazzi!

  66. Your culture shapes the beliefs and, ultimately, the behavior of employees. Arthur Carmazzi Cultivating a mindset where employees not only have a strong desire to learn but also want to share their knowledge with others should start at the top, with leadership support, and permeate the organizational culture.

  67. Educate employees on the importance of training, and encourage them to seek opportunities to learn both formally and informally about organizational culture. Enable a culture of continuous learning and development.

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  69. That leadership development strategy sounds great Arthur Carmazzi, Unfortunately, many managers and organizations are stuck in a reactive model. They wait until they see problems with their employees and use those problems as the basis for establishing the need for training.

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  72. A holistic approach to learning and development starts with establishing a strategy that is clearly defined and understood. Invest the time in establishing a charter that covers all areas of learning and development, including scope of leadership training, who provides it, I believe Arthur Carmazzi have a training like this.

  73. A holistic approach to learning and leadership development starts with establishing a strategy that is clearly defined and understood. The strategy sets the mission and vision of Arthur Carmazzi.

  74. Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior

  75. Amazingly explained, arthur carmazzi. .
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  76. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

  77. Oh my such a wonderful intervew with arthur carmazzi, Changing a culture is a large-scale undertaking, and eventually all of the organizational tools for changing minds will need to be put in play.

  78. In general, the most fruitful success strategy is to begin with leadership tools, including a vision or story of the future, cement the change in place with management tools, such as role definitions, measurement and control systems, and use the pure power tools of coercion and punishments as a last resort, when all else fails.

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  80. I was able to bring in this mentality during our strategy creation process. This wasn’t necessarily new thinking to me, but the program reinforced this message and gave me the confidence to keep pushing this way of working.

  81. There are two types of organizational culture strategies that most corporations need to develop: education for new hires, and ongoing education for employees in each team, section, or division. Thanks, Arthur Carmazzi.

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  109. Great website you have here but I was curious if you knew of any message boards that cover the same topics talked about in this article? I’d really like to be a part of community where I can get suggestions from other experienced individuals that share the same interest such as leadership development. If you have any recommendations, please let me know. Bless you Arthur Carmazzi!

  110. We’re a group of volunteers and opening a new scheme in our community. Great in focusing on changing company culture and leadership. Your site provided us with valuable information to work on. You’ve done an impressive job and our entire community will be grateful to you Arthur Carmazzi.

  111. I am writing to express my thanks to you for such a memorable and productive course. The quality of your course Mr. Arthir Carmazzi was very high and there were ample of opportunities to interact with you. I like this strategy the most. I like the leadership.

  112. I took an enormous out of this topic, as you say the challenge is to work hard , to optimize the value of the strategy. Again, thanks to you Arthur Carmazzi for the excellent manner in which you ran the program; it was stimulating, challenging but above all a real learning opportunity.

  113. Helpful information, Fortunate me I found your site inadvertently, and I’m amazed why this fortuitous event did not occurred ahead of time! I bookmarked it.

  114. Wonderful work! That is tһе type of informɑtion that shoᥙld be
    shared acros the net. I like how you emphasize about the leadership training. Ƭhanks again Arthur Carmazzi! =)

  115. Superb corporate training strategy. I’m looking forward for your next post, I will try to get the hang of it! Thanks a lot for sharing, Arthur Carmazzi.

  116. I’ve been waiting for a new article. Indeed, like what my friends told me, this is a good read. Worth of my time. Thanks Arthur…

    Feiling Tan from China

  117. What’s up to all, how is all, I think every one is getting more from this web site, and your views are good in support of new people. Thank you Arthur Carmazzi

  118. You are very intelligent. Yⲟu recognize this considerably ᴡith гegards t᧐ this topic, Your individual stuffs was excellent at alⅼ tіmes. Thank you Arthur Carmazzi.

  119. Everything is very open with a precise clarification of the issues. It was definitely informative. Your site is extremely helpful. Thanks for sharing Arthur Carmazzi!

  120. What i do not understood is if truth be told how you are not actually a lot more well-liked than you may be right now. You’re very intelligent. You understand thus significantly on the subject of this topic, made me for my part consider it from so many numerous angles. Your personal stuffs great Arthur. All the time deal with it up!

  121. Write more, thats all I have to say. Literally, it seems as though you relied on the video to make your point. You obviously know what youre talking about, why throw away your intelligence on just posting videos to your
    site when you could be giving us something informative to read? Thanks Arthur

  122. This is very simple and yet easy to understand because online training has become one of the easiest ways to improve knowledge in a good environment.

  123. Thanks Arthur Carmazzi. I found this very educational, I now see from this just how truly my life experiences and training have created me to be completely wired for this field.

  124. “Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title.” This is the line that totally moved me. Great article. More of this Arthur Carmazzi!

  125. Wow, fantastic blog layout! How long you have been blogging for?
    you make blogging look easy. The overall look of your website is magnificent, as well as the content!
    Thank you Arthur Carmazzi!

  126. There are drastic changes in how people get their emotional gratifications fulfilled. Your article has a lot of things to learn. You should make more so that many would be inspired. This is the best and life changing corporate training I’ve ever read so far. Kudos Arthur!

  127. Finally found a blog about this, I’ve been searching for this for a long time! Thank you Arthur Carmazzi! I could finally provide some insights in regards to Corporate Training and on how to develop it.

  128. Amazing! This blog looks just like my old one!It’s on a entirely different topic but it has pretty much the same page layout and design. Outstanding choice of colors! Arthur Carmazzi

  129. Thank you Arthur Carmazzi, I have recently been looking for info about this subject for a while and yours is the greatest I have came upon so far.

  130. It’s amazing to pay a visit this site and reading the views of all colleagues on the topic
    of this article, while I am also eager of getting know-how.

  131. Awesome guide I really like the points of Arthur Carmazzi, especially the quality of the content it helps a lot in changing company culture and organizational culture.

  132. ‘It is rare to find a presenter who not only has expertise but who also models the strategies when presenting. The other rare qualities of Arthur Carmazzi were the humor that kept us interested and the humanity that inspired us. The training ultimately was about empowering us as individuals and help us improve personal and organizational culture.

  133. Fine way of explaining, and nice post to take data on the topic of my presentation focus, which
    i am going to convey in institution of higher education. Thanks Arthur

  134. Arthur Carmazzi has helped me become aware of the many facets of my new position which I will begin very soon. I have become aware of my role as a leader and that I will have to build and share leadership in the school.

  135. Hi, I really like your writing so much! percentage we keep
    in touch extra approximately your post on AOL? I need an expert in this house to solve my problem. Maybe that is
    you! Taking a look ahead to peer you, Arthur Carmazzi.

  136. Very helpful and informative article thank you Arthur Carmazzi for sharing your knowledge regarding this topic. It is a very extensive guide for HR training. Looking forward to more articles about leadership development and organizational culture.

  137. Hello, Mr. Arthur Carmazzi thank you for sharing your knowledge and ideas in this article it will be very beneficial to the company especially the HR department. You explain it very clear and precise. Looking forward to more articles about leadership and organizational culture.

  138. Hi Mr. Arthur Carmazziypur article is a big help to our HR department training. Looking forward to read more of your blogs especially about culture change.

  139. A very informative guide for HR training will help companies who train people for their HR department. Thanks, Mr. Arthur Carmazzi for sharing this info. I’m excited to read more of your article about leadership development.

  140. As a first time reader, I learned a lot from this article of yours Mr. Arthur Carmazzi I can follow this in our next HR training. I will definitely read more of your articles about leadership training.

  141. Very efficient information, Mr. Arthur Carmazzi explained the factors in choosing training very well. Hope to read more about corporate training and leadership development.

  142. Hi Mr. Arthur Carmazzi thank you for a very informative corporate training strategy. I agree with you that training must have emotional components for it to be efficient. Looking forward to more articles about leadership training.

  143. Wow amazing corporate training strategy! Mr. Arthur Carmazzi is very knowledgeable in giving his advice about this matter. I will definitely read more of your articles about leadership training.

  144. Thank you Mr. Carmazzi your explanations regarding the corporate training strategy are very precise. Thank you for sharing I hope to read more of your articles bout leadership development.

  145. Excellent article Mr. Arthur Carmazzi, you have a natural knack for writing and allowing it to flow with easy to comprehend points and all of it is spot on! I will definitely read your coming articles about leadership training and organizational culture.

  146. Impressive article Mr. Arthur Carmazzi. Especially the delivering point. The process you guide us is valuable according to the present scenario. Thank you for sharing this information with us! Hope to read more of your articles about leadership development.


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