Instructional Plan and Presentation: Training and Development for Way to Grow

Instructional Plan and Presentation: Training and Development for Way to Grow
Ashlie Santini
Curriculum Theory and Instructional Design/CUR 516
November 23, 2015
Gary Weiss

Instructional Plan and Presentation: Training and Development for Way to Grow

Instructional Plan and Presentation: Training and Development for Way to Grow
Phase I: Training and Development Selection for Way to Grow
InsideOut Coaching will provide Way to Grow with a coaching strategy for managers and
leaders to become coaches to develop upon existing employee talents. The InsideOut Coaching
program is designed to get leaders coaching on real business issues, more often, for greater
business impact (InsideOut Development 2015). This approach transitions managers and leaders
from being task focused to leadership focused thus improving upon the overall business impact
and results. The InsideOut Coaching training programs are based on the GROW model as a
foundation.

Image I GROW Model: Photo Credit: http://www.insideoutdev.com/our-approach/the-grow-model/

Table II: The GROW Model: (InsideOut Development 2015).

The GROW Acronym represents the four core components of any decision-making process:
G
R
O
W

The Goal the individual seeks to achieve

The Realities a person should consider in the context of the decision process
The Options open to the decision-make
The Way Forward a specific action plan that maximizes the precision and proactivity of the
GROW Model

Instructional Plan and Presentation: Training and Development for Way to Grow

Table I: InsideOut Development Training (InsideOut Development 2015).

What
it is

Who
its for
(Audie
nce)

InsideOut Development Training

InsideOut
InsideOut
Coaching
Breakthroughs
Manager-as-Coach Individual
Training Program
Contributor
Training Program
Sales Manager on
duty, Warehouse
Manager, Store
Manager, Regional
Manager

Sales employees,
warehouse
employees, and
customer service
and administration
employees

How it Preparation (1
works Week)
Classroom
Learning (2
weeks)
Workplace
Application
(Ongoing)

Highly engaging
workshop to build
on personal
awareness and
skills for
sustainable high
performance (3
hours online)

Goals

Improvement on
day-to-day
activities,
improvement on
customer
awareness,
improvement on
overall awareness,
and overall better
business impact.

Coaching on realtime issues, more

employee
engagement, and
overall better
business impact.

using the GROW Model.

Coach Masters
Executive
Coaching
Learn-by-Doing
InsideOut
Coaching
Executive
Engagement
Coaching
Engagement
Sales Manager on
Sr. Executives,
duty, Warehouse
Leaders, High
Manager, Store
Potentials, and
Manager, Regional Leaders in
Manager (All have Transition
successfully
completed
Manager-as-Coach
Training)
Pairs Coaching
Pairs senior
graduates with an
leaders with an
InsideOut Coach
Executive Coach
and peers for a
from InsideOut.
structured learn-by- This coaching
doing and feedback engagement is
coaching
tailored to fit the
engagement. (Live
leadership needs.
ongoing support for (Live ongoing
6 months)
support for 6
months)
Managers and
Achieve better
leadership are able
clarity, confidence,
to elevate their
and decisioncoaching skills and making
improve the
effectiveness to
performance of
senior leaders.
their teams.
Improve
Mastery skills as a
workplace for
coach. Overall
employees.
better business
Overall
impact.
improvement on
business results

Instructional Plan and Presentation: Training and Development for Way to Grow

Phase II: Learning Objectives: InsideOut Development Training

1. The defined goals
a. Coaching on real-time issues, more employee engagement.
b. Improvement on day-to-day activities, on customer awareness, and on overall
awareness
c. Managers and leadership are able to elevate their coaching skills and improve the
performance of their teams.
d. Achieve better clarity, confidence, and decision-making effectiveness to senior
leaders.
e. Overall improvement on business results. (InsideOut Development 2015).
2. The objectives in A-B-C-D format: Smaldino, Lowther, and Russell (2008) describe the
ABCDs of well-stated objectives. ABCD stands for Audience, Behavior, Conditions,
and Degree (Brown & Green, 2011, Chapter 6).
a. Through the Manager-as-Coach classroom experience, managers will be able to
effectively focus on the growth, performance and motivation of employees.
b. Through the InsideOut Breakthroughs online training module, front line
employees will be able to effectively build on personal awareness and gain skills
for sustainable high job performance.
c. Through the Coach Masters Learn-by-Doing Coaching Engagement, managers
and leadership are able to elevate their coaching skills and improve the
performance of their teams.
d. Through the InsideOut Executive Coaching Engagement, Sr. executives, leaders,
achieve better clarity, confidence, and decision-making effectively. (InsideOut
Development 2015).
3. Objectives: project-based learning, collaborative learning, or critical thinking skills
a. Manager-as-Coach uses project-based learning in a classroom environment that
encourages group learning projects.
b. InsideOut Breakthroughs utilizes critical thinking skills in an online environment
that encourages the learner to think of solutions to given problems.
c. Coach Masters Learn-by-Doing Coaching Engagement uses collaborative
learning in a one-on-one environment for skill evaluations and refining.
d. Executive Coaching Engagement uses collaborative learning in a one-on-one
environment for skill evaluations and refining. (InsideOut Development 2015).
4. Descriptions of instructional strategies and activities used in the training session

Instructional Plan and Presentation: Training and Development for Way to Grow

a. Pre-workshop preparation: Targeted pre-work provides participants the context for

the program and how it connects to the overall strategy.
b. Actionable classroom training: A transformational one-day workshop moves
participants quickly to action through interactive lessons, discussions, and
classroom practice exercises.
c. Workplace application: A comprehensive set of job aids and support tools that
reinforce, track, and measure real-world application and results. (InsideOut
Development 2015).
5. Descriptions of instructional technologies used in the training session
a. Your Coaching Strategy: An online assessment form.
b. Coaching Snapshot: An online survey.
c. Coaching Activity Tracker (CAT): An online tool that tracks progress (InsideOut
Development 2015).

Phase III: Timeline for Implementation of Instruction and Delivery

Image 2: Timeline Graphic InsideOut Training: Way to Grow

Instructional Plan and Presentation: Training and Development for Way to Grow

Form ative
Evaluations:
The
leadership,
m anagers,
and
em ployees
involved will
provide
feedback at
various stage
through the
process
including
surveys and
m easurable
results using
the CAT
analysis.

Participan
ts are all
W TG
em ployee
s in their
respective
or
perspecti
ve roles

8
M onths
estim ate
d tim e
for
training
starting
January
2016
InsideOu

t
Training:
Way to
Grow
Tim eline
for
Im plem e
The plan
ntation
will
ofbe
announced
Instructio
through a
com
pany
n wand
ide
Delivery
em ail. A
m eeting
will follow
the
announce
m ent for
details.
Leadership
will share
their
com m itm e
nt to the
training
and
encourage
participatio
n.

InsideOut
Training
facilitator
and
course
adm inistr
ator. Way
to Grow
Leadershi
p,
Managers
, and
front line
Way
to
em
ployee
Grow
s
aw arenes
s
cam paign
,
preparatio
n
m eeting,
training
course
m aterials
and
softw are

Phase IV: Evaluation Criteria

The criteria for determining whether the goals, objectives, and overall outcomes of the
course or training session will be met is generated from of instructional technologies used in the
course or training session. Your Coaching Strategy is an online assessment form that evaluates

Instructional Plan and Presentation: Training and Development for Way to Grow

the participants business priorities. Coaching Snapshot is also an online survey that consists of
16 questions. Eight questions focus on the behaviors of the participant and the other eight
questions focus on the impact of their coaching. The Coaching Activity Tracker (CAT) is an
online tool for tracking overall progress. Also it is an email driven system automatically gathers
data. (InsideOut Development 2015) Other evaluation instruments that must be created are
organizational surveys for leadership, managers and employees to gauge how well the training is
being received and the impact it is having on the daily activities. In addition, Way To Grow may
implement peer reviews and surveys to determine the overall effectiveness of the training as it
relates to corporate culture. The evaluation of the implementation process must include an
evaluation of learners impressions of the training (that is, Donald Kirkpatricks level 1) and the
validation of objectives being met by learners (that is, Kirkpatricks level 2) (Hodell, 2011,
Chapter 10). An evaluation overview of the information generated can help the company
determine how that information could be used for future decisions regarding the efficacy and
additional offerings of the course or training session. Based upon the success of the data, the
training course may or may not be implemented to new managers moving forward. If it is not
successful, Way To Grow will need to assess the needs of the business and identify a new
training method.
The InsideOut Development training suite offers the best solution to the training and
business needs of Way To Grow. It offers the Manager-As-Coach training program for the
management team. This training will help get the mangers into a more productive role with their
employees and their stores. The coaching does not end with the classroom secessions. Both the
leadership and the managers will be paired with coaches who will help them to master their own
coaching skills. In addition front line employees will engage in a self-awareness workshop.

Instructional Plan and Presentation: Training and Development for Way to Grow

There are the defined goals that are set for this training to take place. These goals are achievable
through completion of the objectives outlined in the training process. The objectives provide the
building blocks in which the leadership, management, and employees will obtain the goals by the
end of each training. In addition, assessments will be implemented to help Way To Grow and all
training participants to gauge the true success of the training program.

References

Instructional Plan and Presentation: Training and Development for Way to Grow

Brown, A., & Green, T.D. (2011). The Essentials of Instructional Design: Connecting
Fundamental Principles with Process and Practice (2nd ed.). Retrieved from The
University of Phoenix eBook Collection database.
Hodell, C. (2011). ISD From the Ground up: A No-Nonsense Approach to Instructional Design
(3rd ed.). Retrieved from The University of Phoenix eBook Collection database
InsideOut Development. (2015). Retrieved from http://www.insideoutdev.com/