“What if we train our employees and they leave?
What if you don’t train them and they stay?”

— Unknown

What It Is

Training is a set of knowledge transfer or participatory activities that lead to better awareness, insight or skills. A well trained management and staff leads to operational effectiveness, better customer service and innovation and higher productivity and growth.

How It Works

The training process has been extensively researched and, although best practices are widely available, they must be followed and implemented by an experienced trainer to advance the business objectives an investment in training is intended to capture.

The general process flow we use is:

  • Clarify business goals and the impact training has on achieving those goals, recognizing that knowledge received through training does not necessarily translate into changes in behavior.
  • Define evaluation criteria and process for outcomes and impact (see resources below), in essence knowing in advance how to prove that training was successful.
  • Design curriculum based on understanding of time available, training environment, adult education principles, success with prior training, skill level of individuals to be trained, required training personnel and a plan of how acquired skills and knowledge will be retained and used to further business goals.
  • Develop training materials and process, including defining course structure, topic outlines, learning objectives, flow, trainer and participant activities, and working with stakeholders to refine materials, assure methods are effective and pilot test the entire process to minimize rework, budget overruns or schedule delays.
  • Implement the training using well prepared trainers with an understanding of the organization’s culture, skill level and preparedness for learning. Be prepared to adapt curriculum to respond to emerging needs and feedback from the participants. Building evaluation steps and mechanisms to assure immediate use of trained skills.
  • Evaluate training effectiveness to answer four questions, “Did participants learn”, “Did they remember?”, “Did they use what they learned after the training?”, and “Did their use of their new knowledge and skills further the business goals for which they were trained?” Few training programs are designed for or ever evaluate the last two questions, which is  why many companies question the ROI of training.
Mark Haas working with healthcare executives in Phoenix

Training Case Studies

(click title for details)

Leadership Development

Client Need: The Tanzanian Ministry of Energy and Minerals is charged with overseeing significant growth in extraction of natural gas and rare earth minerals and  expansion of renewable resources and rural electrification. The MEM asked ROM to provided leadership and management training to the entire Ministry executive team to prepare them for this expansion of responsibilities.

ROM Contribution: ROM designed and developed a weeklong curriculum on organizational effectiveness, management frameworks, quality management, managing and leading yourself, teams and the organization, and in anti-corruptin, ethics and agility. The training took place in Dubai over two weeks and included lecture, discussion, teamwork and role play, personal and team development planing and evaluation of leadership skills development.

New Board Development

Client Need: A new board was convened for a new type of financial company and board members needed to get acquainted, develop working relationships and quickly construct a vision, mission and strategy for the startup. A key concern was that the strong personality of the CEO would discourage open discussion and suppress creativity in an innovative type of company.

ROM Contribution: Designed a two-day session to create personal relationships, build trust, and elicit preferences and possibilities from company executives without suppressing enthusiasm and creativity. Interviewed every board member prior to the session to establish a personal connection (since most board members did not know each other) and stimulate their creativity in advance of the session. Worked the board through processes to think broadly about possibilities without conforming to traditional ways of looking at vision, mission, values, etc. Session produced a board with solid personal relationships and a shared, enthusiastic vision and strategy for this new company.

CEO Strategy Session

Client Need: CEOs in the training and development industry sought to explore opportunities to improve the industry and their competitiveness without breaching confidentiality. Participants ranged from newer, small companies to the established leaders in the industry.

ROM Contribution: Facilitated discussion of issues facing individuals and explored how each company could develop competitive products and simultaneously advance the interests of the training industry. Maintained discussion at a level that permitted newer company CEOs to contribute to generation of ideas and maintain the interest in the discussion of the older, larger companies.

Building and Managing Growth in a Business

Client Need: The European Bank for Reconstruction and Development (EBRD) has committed to create and develop capacity of a management consulting profession for 40 countries in Africa, the Middle East and Asia. EBRD needed a curriculum that was cross cultural, could be taught in any language and could be delivered by local instructors. A total of six integrated courses were needed that could help qualified professionals start and build a consulting practice and deliver effective consulting services.

ROM Contribution: Assessed the management consulting marketplace in target countries, designed a curriculum that could jump start the profession, and developed a delivery, evaluation and dissemination strategy. Pilot tested courses in Serbia and Macedonia. ROM developed a 3-day course on honing business management skills for owners and managers of consulting businesses. The course included creating and validating a core business model, reaching out to new client groups, managing talent and resources, and learning how to make the business more effective, more competitive and more profitable.

Research Facility Administration

Client Need: The National Institutes of Health (NIH) is responsible for managing a biomedical research enterprise in Bethesda, MD with a budget of more than $3 billion and 6,000 researchers. Managing laboratory operations depends on a skilled cadre of professional administrators in a steadily evolving technical and facility landscape. NIH wanted to train their lab administrators to be able to oversee , renovate and move laboratory facilities.

ROM Contribution: NIH retained ROM because of its extensive work advising executives in several of its institutes and its technical training experience. We worked with NIH staff to define performance and training needs, adapted existing training curriculum and delivered a day-long course. The session included lecture, exercises, assessments, paired and group development exercises. The outcome was high marks for preparation and conduct of an subsequent series of lab moves.

Ethics and Professional Behaviors

Client Need: Georgia State University’s Robinson School of Business, as part of its Certificate Program in Management Consulting, designed and taught by both world-class professors and world-tested practitioners. The week-long certificate program addressed consulting competencies, client development, service delivery, research and analysis, project management and ethics and professional practices.

ROM Contribution: ROM designed and developed the one-day curriculum on personal and professional behaviors necessary to assure confidentiality, trust and transparency in dealing with clients, colleagues and the public. Components included the impact of technology, cross cultural concepts of ethical behavior and evolving legal environments on developing a trusted relationship with clients.

Where It Helps

  • Skill building
  • Team effectiveness
  • Process improvement
  • Customer service
  • Innovation
  • Business acumen
  • Leadership
  • Management

Example Areas

  • Finance
  • Communication
  • Technology
  • Writing
  • Management
  • Analysis
  • Product development
  • Project management

Leadership Training for
Tanzanian Executives

Mark Haas leadership training of Tanzanian energy Executives in Dubai

Resources You Can Use

  • Evaluating training (coming Fall 2016)
  • Consilient training (coming Fall 2016)
  • How to hire a trainer (coming Fall 2016)
  • Why training programs fail (coming Fall 2016)

What Clients Say

  • Thanks so much for tonight Mark. It was AWESOME! Thank you so very much for sharing your time and expertise with us. I am sure the reviews will be glowing.  This was the best meeting for me so far. You set the bar for 2016 and I thank you for that!

    Workshop Participant
  • Thanks for a really interesting and thought-provoking session.  I’ve been to a lot of ethics seminars over the years, and it was so nice to go to one that was engaging and clearly facilitated by an expert.  Well done!!

    Ethics Workshop Participant
  • I’ve been to every one of these [ethics] workshops for 20 years and this is the best one I’ve been to.

    Ethics Workshop Participant
  • I just wanted to personally thank you for your fantastic insights at the presentation this past weekend. I’ve been to lots of conferences and breakout sessions over the years, but this one had me engaged and genuinely wanting to learn more. Your speech had my mind buzzing with energy and ideas.

    Workshop Participant
  • Great depth, impressive overview. This was the most stimulating and challenging MCF that I’ve attended in 2+ years!

    President of a Professional Association

Well trained teams have higher morale,
are more effective and are ready to grow with the compamy.