Tell me about a recent training program you created. Why was it so special, and what did you learn in the process?

Question

Ryan Brown · Accepted Answer

"Last quarter, I developed an onboarding program from start to finish for all new sales-department employees. The program was delivered 100% online when before, it was a combination of online and in-person training. The modules were on the company, policies, sales expectations, and sales materials. The company asked me to use Bridge as the course development platform. Bridge is a robust program that allowed me to input the training information along with built-in multimedia, making it straightforward for instructors and attendees to use. The human resources team helped me create engaging videos and activities to make learning exciting for our new hires. After the first new hire training was complete, I asked the attendees to fill out a feedback form. There was an overwhelmingly positive response. It seemed the new hires enjoyed the training because they could learn interactively while feeling a warm welcome from the company, despite the training taking place online. My greatest takeaway was what I learned about online learning and its effectiveness. It's exciting to see that high levels of engagement can still happen even outside of traditional classroom-style training."

Ryan Brown · Answer

The interviewer wants to hear you discuss a successful training program that you designed and implemented. Explain the purpose of the training program, how you built the training, and what made the experience so enjoyable. Be sure to show enthusiasm for your work as a Training and Development Manager by sharing details of the results you achieved and discussing what you learned during the process.

William Rosser · Answer

Start by providing an overview of a development program you spearheaded end-to-end, tailored to resolving a critical organizational capability gap. Explain what business needs or talent trends inform content in areas like leadership, technology adoption, customer service, etc.

Share creative elements that made your program uniquely engaging and effective; things like gamification, social learning cohorts, microlearning badges, or video scenario demonstrations. Spotlight any instructional design methods, delivery innovations, or measurement practices you own that elevated outcomes.

Discuss two key lessons you learned through project challenges encountered or participant feedback obtained. Examples might include gaining executive buy-in, troubleshooting tech issues, accommodating disabled learners, or simplifying concepts for universal understanding. Apply lessons to this role.

Importantly, provide measurable results showcasing business impact beyond smiles during the training event. Tie KPI improvements back to workforce capability advancements unlocked specifically through your development programs at individual, team, and organizational performance levels.

The goal is to highlight specialized expertise in learning systems and the ability to handle complexity creating programs with measurable impacts connected to strategic goals. Demonstrate how you drive people's transformation that tangibly lifts enterprise capabilities.

William Rosser · Answer

"One immersive development program I spearheaded last year was our Emerging Leader Accelerator for high-potential individual contributors being groomed for management. Many struggle with the people and culture skills required for the transition from star player to team inspiration.So I crafted an 8-week blended course leveraging personality assessments, leadership scenarios brought to life through actors, and group coaching circles focused on influence abilities versus strictly domain expertise. Participants appreciated the highly engaging and career-applicable content customized to their aspirations. Satisfaction averaged 4.8/5 stars.Through post-workshop focus groups, I learned two key lessons:1. Leadership archetypes resonate more than generic management concepts, so tailoring training to strengths is pivotal
2. Change leadership tactics become more sticky with story-based case studies versus dry principlesI'm already integrating this feedback to amplify the realism and personalization level for leadership transition support programs. Understanding nuances that spark sustained inspiration versus one-off excitement represents my commitment to nurturing development through a listen-first, customize-often approach. This shapes truly remarkable experiences elevating the caliber of leaders here for the long haul."

Anonymous User · Answer

"I designed a sensitivity program for the police as part of my leadership and development program. The program was a combination of in-person and online training. I worked with their training specialists to create videos and activities that made the training on point and relevant. Female police officers were 'actors' in these videos. We had a great time creating them, and because their officers were in the videos, the topic became more personal and real for the male officers. This contributed to their learning both as interactive opportunities but connecting to real people."

Anonymous User · Answer

"At the beginning of the pandemic, our company had to make a lot of adjustments. We had to quickly add new reps and abide by new restrictions. I worked with my team to revise our new hire training program to do everything remotely. This meant converting face-to-face follow-up activities to work remotely, and it also meant using technology creatively so we could remain connected. It also meant changing how I monitor progress and how I keep everyone motivated. The transition ended up working out really well because we were able to add efficiencies."

Anonymous User · Answer

"Currently, I am partnering with HR to develop a leadership series based on the enneagram, emotional intelligence, and diversity and inclusion concepts. This training will be facilitated by myself and the HR manager and is designed to be a series of interactive team-building sessions that provide opportunities to develop self-awareness and effective communication and foster an inclusive environment. Each session will have key assignments and observations that follow for the continued development of blind spots between sessions. This particular training is special as these concepts promote personal as well as professional growth. While communication, emotional intelligence, and inclusion are considered soft skills they can often be the hardest skills to learn. Through this process, I learned how providing associates with a platform for engaging in these types of training is critical to our long-term strategy and promotion of associate development."

Tell me about a recent training program you created. Why was it so special, and what did you learn in the process?

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