Perspectives
Managing
a Training Project without Having a Train Wreck!
by Ann
Lovett Baird
Effectively managing a training/learning intervention project can mean the difference between success and being invited back and disappointment on both sides of the client relationship. Managing a training project, like managing other projects, has some key elements that must be handled well.
These include:
· Defining and Scoping the Project
· Assembling and Managing the Team
· Implementing the Plan
· Following up
Each of these phases or components has people factors and project factors. People factors are: How do people issues affect the project management? Certain roles on the project are best suited to detail-oriented people, and, by the same token, a very creative team member should not be stifled in a project by an overbearing process or detail-oriented person. Project factors include things like the budget for the project in terms of timeframes, dollar amounts and resources allocated to the project.
Defining and Scoping the
Project
First, by clearly defining the problem that has initiated the need for a training/learning intervention, the project can proceed with clarity and focus. The project itself needs to be defined in terms of expected outcomes, target audience, delivery method options, possible resources, budget issues, and expected timeframes.
The Team
Typically a training design project team will include Instructional Designers, Trainers, Training Managers, Subject Matter Experts (SMEs), Supervisors, Department Managers, Support Team (IT, Admin). The four phases of team management are:
1. Determine the people resources needed in terms of expertise.
2. Identify and gain commitment from the right team members for the project.
3. Set up the team and establish responsibilities and accountabilities.
4. Manage the tasks and people of the team.
Some key principles to remember and impart to the team, sometimes by example are:
· Check your ego at the door.
· Communicate in the way the receiver needs the information.
· Listen more than you talk.
· Establish a feeling a mutual respect among team members.
· Communicate urgent issues immediately.
· Make it okay to admit and discuss mistakes.
· Tell people exactly what you expect them to do, and how you expect them to perform.
The Project Plan
The project plan has several components, including:
· Timelines for component completion and team member responsibilities
· Instructional design document
· Budget in terms of dollars, resources and time
· Availability schedules for team members
Implementing the Plan
Implementing the plan takes the discipline of constantly comparing progress on the project against the plan. Periodic team meetings and updates should include discussions of roadblocks, potential problems and how to avoid them, and changing priorities and deadlines.
Following Up
Required follow up can vary widely, depending on the project. Since this type of project involves learning, skill-building and employee performance, the follow up may be left to internal managers and supervisors of employees who attended the training or participated in the learning venue.
Conclusion
Using these four components of: Defining and Scoping the Project, Assembling and Managing the Team, Implementing the Plan, and Following up to guide your project will help to ensure success. Careful planning and implementation will ensure that you get to your destination without having a train wreck!
About the Author: Ann Lovett Baird, principal of Lovett Consulting Group, has been involved in the training field since 1986 and a member of ASTD since 1989. She has served as an instructional designer, trainer and consultant to the Financial Services, Marketing Technology and Business Services industries. Ann founded Lovett Consulting Group in 1995. The firm is proficient at identifying and creating competency-based training for employee skill development. Ann can be reached at 214-350-1696 or ann@lovettconsulting.com