• 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 2 of 2)

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This is part II of the blog post I wrote earlier. Read Part-I of this post here: 10 Strategic Approaches Exhibited by Training Management Leaders that set them apart? PART I Strategic Approaches 6 to 10 Here are the remaining 5 traits of training management leaders which set them apart. Through extended research by conducting surveys and systematic analysis of profiles, CVs and career paths of several hundreds of leading training management leaders, several common patterns emerged. 6. Training leaders stay focused on integrating learning and knowledge management through training management The studies showed that the training managing leaders do not see training as a separate function within a company, rather they view training business unit as an integrating unit which connects the organizational learning and organizational knowledge as two interdependent functions. In several organizations, while there are several avenues of knowledge generation and capture, they use the training department is the … Continue reading

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

3 Core Skills to Make Effective Training Related Decisions

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Until now you may have impression that training and learning manager’s role probably required similar level of skills as needed by any other management role. Let me give you some insight that traditional stakeholder management training you may have got during your project management course may not really help you when you are taking up training management role.Let me share 3 skills you may need in your new role of training and learning management. These are:- a)      Perform Comprehensive Stakeholder Analysis Do you know all your stakeholders? Do you know your instructor may also be an important stakeholder? Have you considered impact and perspective of your important stakeholders? One of the unique thing which separates training role from any other management role is mix of stakeholders. Stakeholder analysis is not as simple it may look like in other management streams. Stakeholders may include Account manager, Customer manager, Marketing … Continue reading

3 Pillars You need to Master for Reliable Training Operations Management

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When you transition to a training management role, one of the key responsibilities you will have is to convert uncertainty into certainty. You need to run your training operations, projects, programs and team activities with very high degree of reliability. How are you going to do so? Your KPIs will be efficiency (how fast your training operations respond to customer needs), effectiveness (how well you meet customer needs) and quality (how robust your deliverable are). How are you going to achieve these KPIs? Let me share with you 3 most important ingredients / elements of infrastructure you would need to manage well to manage training operations. Having a great handle on these three elements will make you successful training or learning manager who can deliver reproducible and repeatable results with reliability. These 3 elements are: a)      Processes b)      Systems c)       Structure PROCESSES: The “heart” of the training organization Believe me: … Continue reading

18 Certified Designations in Training and Learning Management That can Enhance Your Profile

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In my last post I talked about value of certification as a strategy to give you an edge in your new role. I also explained different types of certifications. See: http://personal-resonance.com/professional-training-learning-management-certifications-gaining-an-edge-in-your-new-role/ Some of the leading certified designations which can potentially give you some advantage either to move quickly to the training, learning and performance management function. Or it may help you to adapt to your new role quickly. Note that there are range of choices in certifications targeted at individual contributors but very limited set of certifications for managing the learning and training function. COMPETENCE BASED This mode requires you to demonstrate your work product in terms of experience, credentials, competence and references from your own work coupled with some rigorous competency based test or knowledge exam. Test is usually based on standard body of knowledge in that profession. This is most common mode for most of the recognized international certifications and award … Continue reading

4 Types of Professional Certifications to Gain Competitive edge

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If you are planning to step up in training and learning management role, your previous experience as a trainer, instructional designer or a learning specialist or HRD professional will not be suffice to give you an edge in management role. As an individual contributor you may have opportunities to work on various assignments to lead or to manage at your workplace. However, you would need a stronger profile to demonstrate the leadership in several domains.You need to strengthen your portfolio to either bid for new role or quickly grasp the heat of new role and at the same time command respect from your team.Certification is one of the first steps you may want to take to build your portfolio. Earning certification will give one badge on your profile that you possess needed specialization. Note the difference between ‘certificate’, ‘certification’ and ‘certification that gives a certified designation’. You can choose any based … Continue reading

Preparing for 3 organizational challenges in managing your new multi-cultural trainining team

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Continuing the challenge of managing multi-cultural training teams I was talking about in my earlier post (http://personal-resonance.com/3-simple-principles-to-effectively-work-with-your-new-multi-cultural-training-team/). As an individual contributor planning to step up to training management role, you are bound to see plenty of cultural diversity in globalized training world. Training teams are now composed of trainers, designers and specialists all across the globe and come with their own cultural baggage.Thus, the moment you take up a role in training and learning management, one of the key competencies you would need immediately is to display sufficient level of cultural sensitivity and ability to work with diverse cultural backgrounds within your own team. This won’t come all of sudden to you just by change in your title. You need to start preparing right now. You already may have great experience working with audience and stakeholders from different countries and cultures. That’s great. It will help you. Here is further help … Continue reading

3 simple principles to effectively work with your new multi-cultural training team

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As an individual contributor planning to step up to training management role, you are bound to see plenty of cultural diversity in globalized training world. Training teams are now composed of trainers, designers and specialists all across the globe and come with their own cultural baggage. Thus, the moment you take up a role in training and learning management, one of the key competencies you would need immediately is to display sufficient level of cultural sensitivity and ability to work with diverse cultural backgrounds within your own team.This won’t come all of sudden to you just by change in your title. You need to start preparing right now. You already may have great experience working with audience and stakeholders from different countries and cultures. That’s great. It will help you. Now let’s do the reality check. Just recall how well you worked with your own training manager who came from … Continue reading

3 Important changes in thought process you need to be successful in training and learning management role

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 If you are a trainer, training professional, learning designer or an instructional designer, sooner or later you may have plan to move up the ladder in management role. It is also possible that you are already considering yourself ready to move up. You probably need to read this to assess your own readiness.Among several different professions, training and learning management is the only one in which I found that there is a big delta between competencies required in management role versus the competencies required in an individual contributor’s role. Your overall perspective, thought process and approaches would need a thorough overhauling the moment you move from an instructional designer to an instructional design manager or from a trainer to a training manager. When you move up to a role of managing the training delivery as opposed to delivering the training itself, your tremendous experience as a trainer, instructional designer or learning … Continue reading