Dear Business Coach by Elizabeth Walker

Episode Summary:

‍In this episode of Dear Business Coach, host Elizabeth interviews Dr. Carrie Graham about her role as a fractional learning solutions architect and workplace learning strategist. Dr. Graham explains how she helps organizations identify and solve training problems by taking a comprehensive, bird's-eye view of their business operations and training programs. The conversation explores her approach to diagnosing training issues through a six-area assessment framework covering end users, facilitation, content, purpose, values alignment, and organizational culture around learning. Dr. Graham emphasizes her role as an educator who empowers clients to eventually handle training improvements independently rather than creating dependency. The discussion covers practical examples like restaurant staff training, highlighting how effective programs must consider diverse experience levels and learning needs while maintaining consistent outcomes. Dr. Graham shares insights about the importance of having managers participate in training sessions as equal learners rather than observers, comparing this to the "Undercover Boss" effect on employee morale and investment. The conversation addresses common business owner struggles with training effectiveness, including the tendency to stare at problems hoping solutions will emerge rather than seeking expert guidance. Dr. Graham's methodology includes a free training assessment tool that helps identify problem areas, followed by calm consultations and comprehensive training audits. She discusses her train-the-trainer approach, which focuses on leveraging individual natural strengths rather than forcing people to adopt foreign training styles. The episode concludes with information about her nonprofit work with Families Forward Charlotte, which provides comprehensive support for families experiencing housing insecurity.

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Listen Here > https://youtu.be/8FWrPuwAIiM?si=Zw-WoZqGJj3LLqId

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10 Key Points:

1. Training problems typically fall into six areas: end users, facilitation, content, purpose, values alignment, and organizational culture
2. Effective training assessment requires looking at the business from a bird's-eye view rather than getting lost in details
3. The goal of training consultation should be empowering clients to handle future improvements independently
4. Managers and leaders should participate as equal learners in training sessions rather than observers
5. Training programs must account for diverse experience levels while maintaining consistent business outcomes
6. Business owners often waste time staring at problems hoping solutions will emerge instead of seeking expert help
7. Repeated requests for training clarification or redoing sessions indicate fundamental training design problems
8. Train-the-trainer approaches should leverage individual natural strengths rather than forcing artificial styles
9. Training programs must evolve as the workforce and client base changes, even if demographics remain similar
10. Free assessment tools can help business owners identify specific areas needing improvement without comprehensive overhauls

10 Takeaways/Action Items:

1. Use the six-area training assessment framework to identify specific problem areas in your programs
2. Stop spending excessive time analyzing training problems alone and seek expert perspective when needed
3. Include managers and leaders as active participants in training sessions rather than passive observers
4. Design training that accommodates different experience levels while achieving consistent outcomes
5. Regularly evaluate whether people are asking to repeat or redo training as a red flag indicator
6. Focus on empowering internal team members to improve training programs independently over time
7. Leverage individual natural strengths when developing train-the-trainer programs
8. Update training programs regularly as your workforce and client base evolves
9. Create clear connections between training content and ultimate business goals
10. Use free assessment tools to get objective perspective on training effectiveness before major overhauls

Key Insights:

‍Dr. Graham emphasizes that effective training solutions require understanding the complete business context rather than focusing solely on content, using a systematic six-area assessment to identify root causes of training failures. She advocates for empowering clients to eventually handle training improvements independently while leveraging their natural strengths, recognizing that training programs must evolve continuously as workforces and client bases change even when demographics appear static.

Resources‍

Listen Here > https://youtu.be/8FWrPuwAIiM?si=Zw-WoZqGJj3LLqId

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