It’s a new year and a new decade and time for some new ideas and a fresh start. Unfortunately for me, I’ve got the same old baggage as last year. I’m not talking about the kind you put your socks in either. The same travel issues that left me saying “good riddance” to 2009 have cropped up to greet me in 2010. The delayed flight that I finished last year with decided to hang on and smack me down with my first flight of this year. It’s actually worse because the delay turned into a cancelled flight that left me scrambling for options. Long story short-I’ve just flown 300 miles dead west so that I can turn around and fly 1200 miles in the opposite direction. My previous direct flight is now a connection and if I wasn’t so thoroughly disgusted with the airlines and their complete ineptitude I might be a little peeved if I had the energy. There! I feel better now that I’ve gotten that off my chest. Onward and upward with a more positive attitude!
A fresh start should begin with a plan. We often talk about how important it is to have a plan for crisis intervention. It’s also important to have a plan for a continuous and robust training regimen. Training requires support as well as resources. In order to get that support and access to those resources, a Training Process Plan may be beneficial. Some things to consider including in your plan in no particular order:
- Training budget
- Formal training schedule
- Goals to meet
- Informal training planner
- Training participant list by name, title or department
- Training rooms and locales
The training budget certainly needs to include any costs that will be incurred. While training will not generate revenue, good training can save tremendous amounts of money and be beneficial in other ways. Higher staff confidence and morale, reduced workman compensation claims, less exposure to liability and litigation and higher employee and customer satisfaction are just a few. Is there any way to put a dollar amount on these benefits and somehow include them in your budget even if it is an estimate? Most people who have experience with budgets will probably tell you that much of it is guesswork anyway.
A formal training schedule as well as an informal training planner will show the powers that be that you are serious about the task ahead of you. These should obviously include dates and times, but they should also include the type of training you have planned. Using a training calendar as a visual enhancement and labeling with the name for that training type will make this process easier and more productive. Situational application, rehearsals, drills, role plays and practice can all be included.
Goals provide direction and desired end results. These goals should be considered after consulting local, state and federal laws as well as any regulatory mandates. Employee and customer satisfaction surveys can be a great resource as well as considering any anecdotal information or issues that people have brought up in the past. Established goals also demonstrate the seriousness you bring to the table when leveraging support.
It’s never too early to plan out who you want included in the training process and where training functions will take place. You can always change these details as circumstances dictate, but it never hurts to put something down on paper even if it’s guesswork. (see budget planning)
Just like I meant to get this particular blog to you at the end of 2009, you may have delayed this plan. Rest assured that it is not too late. We all have a tendency to procrastinate, but crisis situations and violence don’t respect or consider our schedules. Now is the time to get on-task. Good Luck in 2010 and to your desire to provide the best Care, Welfare, Safety, and SecuritySM to all those you serve!
Get crisis intervention tips and techniques.