Are there any tools to assess behavioral skills that have been taught? I would love to see a whole lot of responses to this query please!
From India, Bangalore
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From India, Bangalore
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The short answer is "Yes." The tool you use depends on the skill being taught. Some vendors provide a behavior/competency assessment for the training programs they offer, while some vendors provide assessments independently of the course provider.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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10Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Hi there,
I am not sure that I am completely clear on the questions.
A couple of folks have addressed the issue of behavioral competencies, and yes, there are a variety of ways to assess them, as well as traits that might make a person more or less inclined to certain behaviors.
I assume that your question is related to wanting to see some real behavioral impacts from training (Can my people DO things differently after the training). In that case, the training program, in my opinion, needs to be activity-rich where people have to do things, not just sit and be fed models.
Often I find that attaching workplace assignments to a training program creates a venue for the participants to use the ideas, concepts, techniques in the course. I use a follow-up half-day session for the presentation of the assignments by all or part of the group depending on size, and I sometimes follow up with management 45-60 days later to see what behaviors have changed and how they have made a difference.
In addition, the training program needs to specify what behaviors should or will be impacted from the beginning.
Whenever someone asks me to deliver or design a short course, the first question I ask is: how will you measure the success of the course? How will you know your staff are doing things differently? This helps me to get to what the perceived gap is now.
It's very easy to pull together materials for a 1-2-3 class; it's harder to ensure that there are real behavioral changes that result.
Kirkpatrick was right... :)
Regards,
Bruncha
From United Arab Emirates, Dubai
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I am not sure that I am completely clear on the questions.
A couple of folks have addressed the issue of behavioral competencies, and yes, there are a variety of ways to assess them, as well as traits that might make a person more or less inclined to certain behaviors.
I assume that your question is related to wanting to see some real behavioral impacts from training (Can my people DO things differently after the training). In that case, the training program, in my opinion, needs to be activity-rich where people have to do things, not just sit and be fed models.
Often I find that attaching workplace assignments to a training program creates a venue for the participants to use the ideas, concepts, techniques in the course. I use a follow-up half-day session for the presentation of the assignments by all or part of the group depending on size, and I sometimes follow up with management 45-60 days later to see what behaviors have changed and how they have made a difference.
In addition, the training program needs to specify what behaviors should or will be impacted from the beginning.
Whenever someone asks me to deliver or design a short course, the first question I ask is: how will you measure the success of the course? How will you know your staff are doing things differently? This helps me to get to what the perceived gap is now.
It's very easy to pull together materials for a 1-2-3 class; it's harder to ensure that there are real behavioral changes that result.
Kirkpatrick was right... :)
Regards,
Bruncha
From United Arab Emirates, Dubai
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Hi Bruncha,
Your thought alignments were very apt. It's always a question to ponder about - how effective was the training, and how long will it carry the impact? The issue of behavioral competency becomes quite challenging. What would you suggest to measure the attitudinal changes, if any?
With regards,
Tapan
From India, Hyderabad
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Your thought alignments were very apt. It's always a question to ponder about - how effective was the training, and how long will it carry the impact? The issue of behavioral competency becomes quite challenging. What would you suggest to measure the attitudinal changes, if any?
With regards,
Tapan
From India, Hyderabad
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Tapan,
Thanks for your comments. I would have to give this a lot more thought. However, my high-level comment is related to both social learning theory and planned behavior theory.
The social learning theory states that attitudes are learned by imitation and modeling, and the planned behavior theory suggests that your attitudes influence your intention to act, which leads to behavior.
If we accept these premises, then training design first has to ask the question:
What behaviors do we want employees to exhibit? How does "openness to change," for example, "look" like in real-time?
We have to clearly articulate what the desired behavior looks like, then design activities, i.e., simulations, role plays, group interactions, where the behavior is first modeled, and participants have to imitate and rehearse the behavior several times.
The workplace assignments that I referred to earlier would have to specify when and how the same behaviors look like in the specific work settings.
The next step would be to have supervisors involved to monitor the behaviors. The system has to be built with incentives (rewards) for the right behavior.
How does this result in attitudinal change? Well, part of the solution would have to be teaching rich content. How do we want you to think about yourself and the world and your reactions to it (anger management programs come to mind)?
Teach people to monitor self-talk and learn to identify triggers that lead them to undesired behaviors and give them techniques to insert or replace new behaviors.
People like Tony Robbins and others have demonstrated that if you adopt successful behaviors (even when you don't have the thoughts and attitudes of those behaviors yet and they feel "artificial") over time, you adopt new behaviors that influence your attitudes.
All this being said, to measure the attitudinal change, there has to be a time interval (90 days?) and then measure the frequency of new people and get the participants to maybe journal over new self-talk.
Attitudes are the most difficult to change, so I don't see a "1-minute manager" method to this.
If wrongly aligned attitudes are creating a business problem, then a multi-faceted approach needs to be applied.
And lastly, the future recruitment process may want to use some psychometric tools that identify the personality tendencies associated with the set of attitudes that are successful in your organization and begin to target those potential hires more likely to hold those characteristics.
I know this was a long post, but I hope it added some value.
Best regards,
From United Arab Emirates, Dubai
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Thanks for your comments. I would have to give this a lot more thought. However, my high-level comment is related to both social learning theory and planned behavior theory.
The social learning theory states that attitudes are learned by imitation and modeling, and the planned behavior theory suggests that your attitudes influence your intention to act, which leads to behavior.
If we accept these premises, then training design first has to ask the question:
What behaviors do we want employees to exhibit? How does "openness to change," for example, "look" like in real-time?
We have to clearly articulate what the desired behavior looks like, then design activities, i.e., simulations, role plays, group interactions, where the behavior is first modeled, and participants have to imitate and rehearse the behavior several times.
The workplace assignments that I referred to earlier would have to specify when and how the same behaviors look like in the specific work settings.
The next step would be to have supervisors involved to monitor the behaviors. The system has to be built with incentives (rewards) for the right behavior.
How does this result in attitudinal change? Well, part of the solution would have to be teaching rich content. How do we want you to think about yourself and the world and your reactions to it (anger management programs come to mind)?
Teach people to monitor self-talk and learn to identify triggers that lead them to undesired behaviors and give them techniques to insert or replace new behaviors.
People like Tony Robbins and others have demonstrated that if you adopt successful behaviors (even when you don't have the thoughts and attitudes of those behaviors yet and they feel "artificial") over time, you adopt new behaviors that influence your attitudes.
All this being said, to measure the attitudinal change, there has to be a time interval (90 days?) and then measure the frequency of new people and get the participants to maybe journal over new self-talk.
Attitudes are the most difficult to change, so I don't see a "1-minute manager" method to this.
If wrongly aligned attitudes are creating a business problem, then a multi-faceted approach needs to be applied.
And lastly, the future recruitment process may want to use some psychometric tools that identify the personality tendencies associated with the set of attitudes that are successful in your organization and begin to target those potential hires more likely to hold those characteristics.
I know this was a long post, but I hope it added some value.
Best regards,
From United Arab Emirates, Dubai
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Hi Bruncha, Thanks. your post has been really useful. Can you suggest some practical ways of developing the behavioral skills that can positively influence the other person? Regards, Kevin
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Hi Kevin,
I am not sure of the question. Are you asking ways to develop influencing skills? You spoke of "positively influencing the other person." What does that mean? In what context are we speaking?
For example, are you asking how to influence an employee, a client, or a child? The context and the desired outcomes (what behavior you want to see) will in many ways determine what skills you need or what techniques to use. I need more specifics to give a more detailed response.
Regards,
Bruncha
From United Arab Emirates, Dubai
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I am not sure of the question. Are you asking ways to develop influencing skills? You spoke of "positively influencing the other person." What does that mean? In what context are we speaking?
For example, are you asking how to influence an employee, a client, or a child? The context and the desired outcomes (what behavior you want to see) will in many ways determine what skills you need or what techniques to use. I need more specifics to give a more detailed response.
Regards,
Bruncha
From United Arab Emirates, Dubai
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Hi,
I read some opinions on this topic. I do not agree with the above idea. We can find some articles on citehr.com, which I think are useful for our community.
Rgs
This link below can show more info, which you can find here:
[link no longer exists - removed]
From Vietnam, Hanoi
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I read some opinions on this topic. I do not agree with the above idea. We can find some articles on citehr.com, which I think are useful for our community.
Rgs
This link below can show more info, which you can find here:
[link no longer exists - removed]
From Vietnam, Hanoi
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Alextran,
What is it that you do not agree with? If you have a better or different idea on behavioral skills, please share them. Lastly, if you can identify the specific articles, that would help us. In my opinion, when one disagrees with a post or an idea, it is most useful to state why or to present an alternative. People can only learn when they know what they need to learn. I can only discuss my expertise and opinions when I understand what part of the discussion is out of alignment with you.
Cheers
From United Arab Emirates, Dubai
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What is it that you do not agree with? If you have a better or different idea on behavioral skills, please share them. Lastly, if you can identify the specific articles, that would help us. In my opinion, when one disagrees with a post or an idea, it is most useful to state why or to present an alternative. People can only learn when they know what they need to learn. I can only discuss my expertise and opinions when I understand what part of the discussion is out of alignment with you.
Cheers
From United Arab Emirates, Dubai
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Hi Bruncha,
I am impressed by the way you have condensed so much value in so few words. I have noticed that people often speak in abstract terms, but many are unsure of how to effectively convey that abstract knowledge to trainees' minds. Thank you very much for providing a straightforward and comprehensive process for assessing training in simple terms. Absolutely brilliant.
From India, Delhi
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I am impressed by the way you have condensed so much value in so few words. I have noticed that people often speak in abstract terms, but many are unsure of how to effectively convey that abstract knowledge to trainees' minds. Thank you very much for providing a straightforward and comprehensive process for assessing training in simple terms. Absolutely brilliant.
From India, Delhi
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There are assessment platforms available online, and Mettl is one of them which is very user-friendly. They have pre-built Psychometric assessments which can analyze the candidate's behavior and personality. For more information, checkout [Pre-built Psychometric Tests - Mettl](http://mettl.com/pre-built-tests/psychometric-tests)
From India, Gurgaon
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From India, Gurgaon
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