Training Seminars

• Seminar Design
• Seminar Instruction
• Seminar Evaluation
• Sample of Seminar Topics
• Recent Projects

Seminar Design

Adult Learning
Action Management Corporation designs and delivers its training courses based on the following principles of adult learning:

• Seeing an immediate application of the program content to daily lives, specifically to success in the workplace
  
• Trying out new behaviors in a safe environment
  
• Being actively involved in the learning process
• Their previous experience is acknowledged and they can build on what they already know

Immediate Application
Adults are motivated to learn when they can see that the content will help them solve a problem, avoid negative consequences (e.g. an angry customer) or do something better or faster. Designed into our training programs are several opportunities for conferees to examine and discuss the important questions of, “Why is this material important?” and “What’s in it for me?”

An example
These opportunities might take the form of dialogue generated by instructor-led questions posed around typical situations. E.g. “Have you ever been on the phone with a customer trying to get a description of a service problem, and no matter what you asked, you could not get a clear explanation of the problem?” The conferees would then talk about their experiences in this situation, and the problems that ensued. The instructor would then link their experience to the next block of content. “There are some actions you can take to make sure you get an accurate problem statement. Let’s take a look at them…”

Success in the Workplace
Success in the workplace can be defined in a number of ways. At a minimum, it means bringing learners to the point of, “I feel comfortable and confident doing my job. I know what I’m doing and I know I’m doing it right.”

To help learners achieve this state the first task is to define what ‘doing it right’ means. Action Management Corporation will meet with subject matter experts on the client’s staff and combine this with its own knowledge of the field to arrive at an agreed-upon list of the following:

• What is expected of the learners on the job?
  
• What are they not doing that they should be doing?
  
• What are they doing that they shouldn’t be doing?
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Seminar Instruction

Keep Them Active
All activities in the course will be structured to help learners achieve the desired knowledge and on-the-job performance. These could include mini role plays based on actual company situations, interactive lectures, ‘low tech’ simulations, e.g. a paper and pencil ‘day in the life of…’ in which participants are asked to make choices which either solve or compound the problems in their day. Additional options, as appropriate to the course content, including structured, small- group workshops and presentations, and experimental exercises. These are designed to help the learner see and feel things from another point of view, whether that is a customer phoning for help, or a fellow employee of a different race or background.

Creating a Safe Environment
Action Management Corporation instructors know that adult learners try out new skills in front of their peers and participate in discussions only when they feel safe from ridicule or judgment. To this end, at the beginning of every course, our instructors will communicate and facilitate ground rules that support participants’ questions and respect for all conferees and will monitor compliance to the ground rules throughout the course.

Additionally, Action Management Corporation instructors are skilled in the use of positive feedback for shaping performance. “…Good, here’s what you did well in that exercise and here’s what you need to improve on.”

Acknowledge Previous Experience and Knowledge
Conferees come to the classroom with a variety of knowledge and experience. Some of that experience is a great foundation for acquiring new knowledge and skills; some of it is out of synch with what the organization wants to see on the job. Action Management Corporation instructors are skilled in differentiating between the two situations. They can help learners build on what they already know, and where appropriate, guide them away from ‘what may have worked before’ to ‘what is required now’.

Training Topics

Recent Projects

MICHIGAN STATE UNIVERSITY

TRAINING DEVELOPMENT EVALUATION
AMC was awarded a contract to design, develop and instruct a ten-module supervisory training program for first-line supervisors. We worked closely with a 22-member committee that included five on-campus union leaders, representatives from both the academic and non-academic side and employees from all levels. A customized Program Evaluation System was included within the assignment. Topics included Employee Appraisal, Project Management, Diversity, Self-understanding, Communication, HR Policies, and Creative Problem Solving.

CITY OF DETROIT

TRAINING/EVALUATIONS/CUSTOMIZATION/INTERVENTIONS
Action Management Corporation was asked to assist in the conceptualization, design, development and implementation of ‘City of Detroit’. This work centered in designing customized training programs for all City Human Resource professionals. The topics we developed and instructed included Labor Relations, Creative Problem Solving, Time Management, Diversity, Customer Service, Project Management, ADA, Human Resource Policies, Practices and Procedures, Safety in the Workplace, and Grievance Procedures.

Action Management Corporation worked closely with City employees to develop a Level I and Level II evaluation system for all classes. At the end of the program, Action Management Corporation was the highest-rated vendor, awarded seven of the top ten spots, including 1st, 2nd, and 3rd.