Advances in cloud data analytics delivers practical innovations to

improve L&D using psychometrics

Presented by: Paul FindlayManaging Director PD Training

GlobalHead of R&D

Summary: New research reducing the amount of……

New developments leveraging big data and cloud analytics

More reliable specific recommendations applicable in new and different contexts.

Today:Delivering TrainingLeadership Development

Who has delivered training as part of their career?

It’s nearly lunch time, but I guarantee this is new!Part 1: Trainers CompanionEven the very best trainers have those days where ‘the group just didn’t gel’.

We share a new tool that takes the guess work out of ‘hitting the mark’ every time.

Question - what causes failures?When training is:Arranged by a Training/L&D professionalUses professional materialIs delivered by a professional trainer

Transfer of knowledge can fail...

What causes people not to retain what they learnt in class? Pre-Training

Pre-course analysis Pre-course activities

During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’

Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement

Factors not related to training Stress, sleep, nutrition, distraction/focus

Our results Pre-Training

Pre-course analysis Pre-course activities

During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’

Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement

Factors not related to training Stress, sleep, nutrition, distraction/focus

Worldwide Consensus of Training Managers Pre-Training

Pre-course analysis Pre-course activities

During Training Failure to engage learners/Content delivered the ‘wrong way’ Irrelevant content/not positioned correctly/‘wrong content’

Post Training Lack of immediate application ‘Use it or Loose it’ Insufficient pre-course follow up/reinforcement

Factors not related to training Stress, sleep, nutrition, distraction/focus

58%

4%

32%

6%

In other words according to our peers: 58% (most) of the time when things go wrong, it’s

what happens in the room that makes the difference

It seems running a session based on ‘VAK’ and ‘adult learning’ principals can only get us so far.

Our research and experience worldwide supports the survey….

We asked WHY? If how the professionals in our industry

deliver training commonly undermines the outcome we seek and the client wants we had a natural question - Why?

Answer: You don’t know what you have until you get there, and you feel your way.

What did we do? We recognised that getting the best results

consistently doesn’t come from the “take a sound approach”

We turned to the cloud, big data and our industry partners in Australia, Singapore and the USA) to provide analysis and correlations to deliver practical applications of psychometrics that has never been done before.

The result

Contents

What does it do?1. Shows you balance/skew of personality typesAND their learning styles you have in the room

2. Tells you how to prepare to engage them

3. How to Deliver to engage them

4. How to Adjust the content to engage them

5. How to facilitate the session to maximise involvement and contribution

Know how they are ‘hearing’ you

Participant Names

Participant Names

Participant Names

Participant Names

The most stand out aspect of this?We can get it right – every time!

“This is what to do for this specific group” – wrapped up in a simple useful reference documentImagine walking into a training session understanding exactly how to run the day & who is going to need extra ‘management’

Part 2 Leadership Development

Every style has strengths….An imbalance doesn’t lead tobalanced outcomes – surprised?

Strengths VS Gaps based Leadership Development

Focussing on Strengths vs Gaps

Most potential for ‘mastery’ Naturally the most focus,

fun and dedication Naturally try & refine Likely to continue using Allows for strategic focus on

High-Payoff-Activity (HPA’s) No ‘new’ skills

Only adding polish

Strengths focus Gaps focus Likely ‘average’ potential Takes ongoing reinforcement

to apply Quick to say ‘that didn’t work’ Less likely to ‘drop the ball’ Empowers and add value to

HPA’s owned or delegated New skills & confidence True growth

First assess your ‘skew’

Propensity for planning Decision making approach People v outcome

orientation Rigidity V fluidity

Individual leadership competency clusters

Managing Approaching Complex Issues Enforcing Operational Norms

Forming Interactions Finding Opportunities for Synergy Easing Tension among Members

Navigating Interactions Adapting to Changing Circumstances Maintaining Optimism

Growing Interactions Setting Clear Expectations Recognizing Others' Efforts

Connecting Interactions Assimilating Team Member

s Cultivating Team Spirit

So what’s the big deal – what’s the ‘development’? Insights, clarity AND specific

recommendations • Where the rubber hits the road – for

us as practitioners.• We can ease up on the ‘HR speak’,

and talk specifics and ‘what next’

Don’t forget we are tappers suffering from the curse of knowledge)

Gap-based development Plans

Please help us contribute to our discipline! Contribute to empirical research

PD Training R & D has engaged Leading Dimensions Consulting LLC to conduct empirical research using the data points from our results (no personal information will be used) to produce a White Paper:

“Australian People Focussed Leaders: Comparing and contrasting Australian people focussed leaders (HR and L&D professionals) to other leadership cohorts.”

Thank you for your time

Questions?

Happy to field questions now, or visit us in the breakout area or online: pdtraining.com.au