Summer 1999



We all know that the time we and our staff “spend” learning comes back to us plus, plus, plus in the $$$$ of:

*high morale
*reduced errors

BUT where to get that time up front in the ripping and running we’re all doing? Use these ideas from other successful companies:

* Use a modularized training design that requires minimum time away from work - learners come to work a 1/2 hour early, read the materials, take a quiz, and then spend a few minutes checking their understanding with their supervisor.

* Complete management training in ten 2 hour modules (7:00-9:00AM 1x/week). For people whose travel or other schedule causes them to miss, a second session of each module is available or a one-on-one session. Each learner can use these alternatives up to 2 times during the training.

* Provide pre-work for OJT and classroom - then the time with the facilitator or the manager or co-worker who’s conducting the training is for asking questions, clarifying, and practicing.

* Use real work and real examples - adults learn fastest (and retain more) when they see immediate applicability.

* Have 15 minute training videotapes facilitated by a manager at already scheduled staff meetings.

* Implement 2 hour lunch sessions with managers on what performance training can improve, what needs to be handled with another intervention, techniques for preparing employees for training, and what to do to reinforce the training when they return to work (see RIR Fall ‘98). This speeds up learning and ensures learning transfer.

* Have managers work with employees for 10 minutes on the day before training done by someone other than them, to plan for what they’ll learn - this creates preparation and commitment for the employee and greater belief for the manager that they’ll come back with a skill that they can use.

* Create structured OJT and performance support - OJT is the least expensive, least time consuming, most effective learning there is if done right (prepared for and facilitated by an employee trained on how to help people learn). Or it can be the most expensive, most time consuming, least effective if done off the cuff (by the most experienced employee from whom you lose the greatest amount of productivity when they’re off line, or by someone who’s just telling the person how to do the task - both creating non-learning which creates accidents and time lost to “re-training”).

* Create a self-paced manual that doubles as a reference tool and a job aid (see Insert for ideas).



Kolor & Collision Works - at a Business After Hours, a woman kept looking at me and finally came up and said, “You’re the woman who helped us put together our mission and values with little slips of paper at the Council For Working Women! I recognized you from your Fun Meter!” She and her co-worker went home wearing one.

Barnes & Noble - the check-out clerk said, “How Fun!”, so I gave her mine.



The IL Dept. of Human Services (DHS), Community Operations Division, found there was a retention issue with a number of employees, because the employees felt they didn’t have the information they needed to do their job.

Solution: a self-paced manual and video with specifics about the organization’s services, how to use the computer and other systems, how their job fits with others, and more:

Step 1: determine specific things employees need to know and be able to do after using the manual/video, and the best methods for learning (games, roleplay - yes, in a self-study! - info gathering, reference).

Step 2: select the organization staff who have the information and forms Training Systems needs.

Step 3: get information from them, ask them questions to clarify, prep many of them for the video, write the manual, and shoot the video.

Step 4: DHS reviews all, approves, and runs a pilot in one location.\

Step 5: DHS rolls out to all employees = Knowledgeable Employees!



Lynn Hauser is a retired United States Navy Nurse Corps Officer with over 10 years experience in design and development. Lynn’s passion is helping managers become more effective leaders. From the soft skills of assertive communication and delegation to the hard skills of writing employee evaluations and managing supplies and equipment, her training design and facilitation has assisted thousands of managers to get the most from themselves and their staff. Always looking for ways to increase group effectiveness, she uses the Myers Briggs Type Indicator and the Kirton Adaption Innovation Model to help teams understand and overcome the differences that may inhibit their ability to function well. Lynn is noted for her dynamic and energetic style! Her training is designed so that learners leave not just with new knowledge, but with a plan of action to help incorporate that knowledge into their daily lives.


Visit every month for new articles, skill assessments, inspirational posters, “Ask The Experts”, and resources!



You’re planning a summer picnic as a way to thank employees and have fun. This also can be a great teamwork experience they’ll take back to work!

Go on a bike trip to renew enthusiasm, invigorate creativity, and mold your staff into a focused team! We’ll gear up your employees for the adventure by preparing itineraries and literature to distribute to your employees before the trip.

The combination of pedaling down scenic roads, fresh air, and professionally facilitated teamwork activities enables your staff to have fun, improve relationships, and learn easily.

Velo Ventures, a bike touring company, and Training Systems will plan the whole thing for you, so you can relax and enjoy the bike trip!
Call Velo Ventures at 708-848-9524 or Training Systems at 815-469-1162 to start planning your trip!



Question: What do you do to create an inspiring, productive environment?

Answer: Graley Autobody has one of their employees give out candy bars each afternoon. Sounds surprisingly simple and really pays off for them!



Fun Focus Group = Talk Show Format
Get your employees’ ideas for what they like/want to see changed in a fun talk show instead of the boring focus group format. Call Training Systems at 800-469-3560 for ideas.

Employee Retention with the IRS
Give employees non-taxable transportation benefits with the Transportation Equity for the 21st Century Act (TEA’98). Parking, transit passes and tokens + van-pooling are covered. Call Training Systems at 800-469-3560 for a copy of the IRS code specifics.

WebsIte Recruiting
Make a part of your website specifically for recruiting like KPMG did. Visit for ideas.

Inspiring with Pets
More and more companies are encouraging their employees to bring pets to work. This reduces the stress of leaving their pet alone all day and increases fun at work. Call Training Systems at 800-469-3560 for copies of articles.



Question: How many inspirational posters w/quotes does Training Systems have?

Answer: 273 and growing daily!
Hear a new one each week in our voice mail system! Download a new poster each month at!