David Moniz Human Performance Analyst
An organization’s request for training typically begins the process of performance improvement. The example project that follows outlines a basic process that was based upon an organizational analysis and an application of targeted evaluation questions. The project involved leadership development in a military environment through the implementation of a mentoring program employed within an organization of approximately 600 people. The objectives of this program, within the leadership development framework, were to improve the leadership and management competencies of the protégés through formal and informal interaction with successful mentors. The gap and cause analyses directed the focus of interventions toward improving the lack of knowledge regarding the mentoring process/tools, as well as the lack of incentives for exhibiting the desired performance (on the part of the mentors). The training and non-training interventions, based on these analyses, were designed to close the performance gap identified and assist the organization in achieving the objective of improved leadership and management competencies.
The training intervention was achieved through drill/practice and role-play activities in a classroom environment delivered by a facilitator. The goal of this training session was to address the organization’s mentoring model, process, and the tools available to achieve certain results. This training was provided to all mentors to ensure that common baseline knowledge was provided to each individual. Once standardization is achieved, the organization can focus the efforts to ensure complete alignment with the organizational direction.