• Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.

10 Strategic Approaches Exhibited by Training Management Leaders that set them apart (Part 1 of 2)

Are you a business-as-usual training or learning manager? Do you aspire to be a training management leader? I am sure some day you do. Then you need to read this.Have you ever wondered what set the leading and well known training management leaders apart from business-as-usual training management? I wondered several time and several questions like following continue intriguing me. What differentiates them from common training managers or learning management professionals? How they show leadership in managing large scale complex training operations? How they drive and thrive projects? How they view learning design? How they lead teams and organizations? How they plan, strategize and execute missions? How they transform from simple training professionals to thought leaders? What makes them the thought leaders? Finally here are some of the mysteries. Through extended research by conducting surveys and systematic analysis of profiles, CVs and career paths of several hundreds of leading training … Continue reading

10-step guide for a New Training Manager

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10-Step Guide for Training  Manager TrainingForce blog has a nice blog on the 10 things a new training manager should do upon assuming his role. I am summarizing the 10 points specified in the original post.  Visit original site for the detailed information. http://trainingforce.com/the-new-training-manager-ten-things-to-do hecIdentify your personal weaknesses and limitations with regard to the diverse roles of the training manager. Be sure you clearly understand the training department’s charge from senior management. Visit each site, each department head and ask “What’s your take on training?” Listen to the responses. If assuming responsibility for an existing training center, attend several classes. Identify the starting point. Establish a simple, clearly stated personal vision for the training center. Perform an audit. Form the first advisory group. Establish a prioritized to-do list. Develop an outline and timeline using the accumulated information. Copyrights TrainingForce.  7 Functions of Training Management You must know Check this great article on … Continue reading

2 Characterisitcs of Highly Successful Training Leaders: Synergizing Projects and Operations

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(image is courtesy of anishmathaimathew.wordpress.com) You might already have been managing operations and projects in learning and training function. Have you noticed that training and learning management is actually successful management of operations and projects at the same time? The co-existence of the activities under these two characteristically different domains with equal intensity at same time has been making training and learning function a unique one. I was reading this blog at http://anishmathaimathew.wordpress.com and came across very interesting definition of Operation and Projects. * Organization is the Parent * Operations is the Responsible Elder Brother * Project is the Flamboyant Younger Brother During my research I found that successful training organizations leverage this unique overlay of operations management and project management and their success relative to their competitors depends on how well they drive synergy between these two domains. Such organizations have been using their efficiency in operations and effectiveness in projects to meet customer needs and at the same time drive radical … Continue reading

2 Different Styles to Manage Learning and Training Projects: What is your style?

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What kind of manager are you going to be when you start leading and managing the learning projects? Let me share with you two different types of management styles you may come across in training and learning area. Suppose you have been given a project to improve some key aspect of your employees’ learning environment in particular settings. How would you proceed managing it? 2 Styles of Training Project Management In my research, two different styles emerged which are quite commonly adopted by training and learning managers: 1. Grow the crop and harvesting it: Project Management Style of Leading Learning Projects With this style of management, you exhibit very action focused outlook. You will charge on to the project, start converting it into some achievable and measurable targets. You will also define some key KPIs which becomes the success criteria for your project. After all you want to be successful … Continue reading