| TRAINING PRINCIPLE #3 | | | | the foundation of a sound business system, |
| | | | then it is our responsibility to position, |
| Training PERCEPTION. | | | | promote and fortify our training program |
| | | | every step of the way.Learn your company's |
| Part 3 of 3 of How to Put Your Training on | | | | business objectives and initiatives; then |
| Cruise-Control.Attaining top management | | | | create a program that aligns itself |
| support is like being issued an E-ZPass for | | | | accordingly, improving the overall |
| tolls; you now have the green light to | | | | effectiveness or your organization and its |
| proceed and be welcomed, but not necessarily | | | | employees - and they'll never doubt |
| accepted. Acceptance is earned by the work | | | | you......We've written a Special Report that |
| you perform and the value you add to the | | | | outlines for you in great detail - how to |
| organization. But, like anything else in life | | | | systematically design a system that will |
| - perception is reality.If you want to be | | | | revolutionize the way you deliver your |
| perceived as the person with the answers, | | | | training program. We'll also walk you |
| then you need to have the answers.When | | | | through, a step by step executive plan on how |
| questions are asked about return on | | | | to prove a measurable and justifiable ROI.If |
| investment, or "Will we retain employees and | | | | you're not ready to step forward and make a |
| reduce turnover?" - as trainers, we | | | | claim - that's fine. The report will help you |
| absolutely have to have the answers; we are | | | | when you are.Get the report today even if |
| expected to be resources for this | | | | you're not in the market for a training |
| information.It is imperative that as a | | | | system. The report will prove to be useful to |
| training administrator we continuously | | | | you either way.Call 1-877-791-4367 ext 805 |
| forecast and project the future training | | | | for a Free Recorded Message.George Ritacco |
| needs of our company.When we do this, we | | | | has had an 18 year career that spans training |
| market the importance of delivering quality | | | | and sales & marketing for the financial, |
| training and how it impacts our business, our | | | | mortgage banking and most recently technology |
| employees and our lives. And we market "OUR" | | | | and software industries. Currently, he is the |
| importance as well.Knowledge Is Not Power.My | | | | Director of Client Services for Global Vision |
| goal has always been to translate response | | | | Technologies, Inc (GVT)., a premiere software |
| into results. Some trainers teach for others | | | | developer specializing in providing |
| to learn. That's never been me. While I | | | | cost-effective, easy-to-use Internet systems |
| acknowledge it's importance, "learning" isn't | | | | for training and development, e-learning, |
| the key to anything really. Knowledge isn't | | | | sales and marketing intelligence, |
| power. Applied knowledge is power. Some | | | | pharmaceutical sales ops, client management, |
| trainers teach for others to accomplish. That | | | | and case management. GVT's primary goal is to |
| is me.It is our job to help others understand | | | | provide business owners, trainers, sales & |
| what must be done to organize and prepare our | | | | marketing executives and child welfare |
| employees. It is our job to know what tools | | | | organizations with tools for improving |
| are available that could have the right type | | | | productivity, profitability, employee morale |
| of impact, when it's needed.As trainers, we | | | | and turnover, by allowing organizations to |
| invest our lives cultivating our people into | | | | automate many, "time-intensive" |
| a responsible, productive workforce. If we | | | | administrative functions of their working |
| believe in the idea that human resources are | | | | lives. |