Running head: SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Signature Assignment: Training Program Plan

Steven Faris
University of Phoenix
Program Development in Adult Education
AET/570
Gregory Dlabach
January 9, 2017

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Signature Assignment: Training Program Plan

The purpose of this training program plan is to address issues of communication within
the Lions Club - Range Training organization. The training department was tasked by the Lions
Club President to explore ways in which the Range Training organization could improve
communication within the team. The following program plan describes a communicationtraining program based on the needs analysis conducted by the training department. Included are
the results of the needs analysis, recommendations, a budget, staffing plan, and description of
stakeholder's goals. A communication plan and a process for evaluation of the program are also
incorporated.
Training Program Description
The primary goal of this training program is to help program directors, range managers,
and line coaches improve the effectiveness of their communication through an understanding of
the role that personality plays in all areas of communication.
Using the Enneagram of personality system, participants' gain increased self-awareness
and insight into the motivations behind the way individuals think, feel, and behave. This
understanding enables people to communication in a way that speaks to the listening of the
receiver making communication more efficient. Program directors, range managers, and line
coaches will develop effective methods of communicating with staff. All shooting coaches will
be able to improve communication with students and customers. This will enable the
organization to operate more efficiently.
The training consists of four courses that are four hours long. The first session focuses on
identifying the personality type of each participant and understanding the nuances of each of the
nine personality types. Through hands-on experiential training participants will be able to:

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

1.

Identify an individuals core Enneagram personality type.

2.

Understand the primary worldview of each personality type.

3. Determine the strengths and challenges of each personality type.

The second session focuses on different ways that each personality type sends and
receives communication. Participants in this session will be able to:
1.

Identify the verbal and nonverbal communication styles of each Enneagram

personality type.
2.

Understand the hidden motivation behind each types communication style.

3. Know the habitual thoughts, feelings, and behaviors that for each type that affect
communication.
The third session examines effective methods of giving feedback to each Enneagram
personality type. Participants in this session will be able to:
1. Identify the way each personality type provides feedback.
2.

Identify the way each personality type best receives feedback.

The fourth session delves into effective conflict resolution tactics for each personality
type. Participants in this session will be able to:
1.

Elucidate how each type engages in constructive conflict.

2.

Understand how each type engages in unconstructive conflict.

3.

Identify conflict resolution tactics appropriate for each type.

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Training Needs Analysis

Background
The ability to communicate effectively, provide constructive feedback, and resolve
conflict promptly and professionally is a vital element of any successful organization. This
training need analysis was conducted in order determine if training would be useful in addressing
issues of communication within the Range Training team. Three methods were used to
determine the effectiveness of communication within the management, supervisory, and career
coaching teams.
Methods
Observation
The first method used was observation. Various forms of communication such as email,
written reports, and direct face-to-face encounters were reviewed and observed. Communication
of each kind was evaluated for strengths and areas of opportunity for improvement for each
subject. A checklist of communication competencies was used to assess each subject.
Interviews
The face-to-face interview was conducted with each member of the range managers and
line coaching teams. Interviews were questioned regarding his or her communication style,
listening ability, level of emotional awareness, use of language, knowledge of body language,
and their opinion regarding communication within the Range Training organization
Focus Groups
A focus group was established consisting of two members from each of the targeted
teams, range management, and line coaching staff. Discussion centered on key areas of

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

communication within the organization such as conflict resolution, providing feedback, and
interpersonal communication.
Key Findings
Observation
The review of emails and written reports revealed that these forms of communication
were effective but could be improved by reinforcing audience consideration and tone.
Observations of face-to-face encounters exposed opportunities for improvement in areas such as
active listening and tailoring communication based on gender, age, and personality style of the
receiver.
Interviews
Respondents generally felt that they could use continued training regarding
communication. Many felt that they needed to learn how to be better active listeners and to
modify their communication approaches base on the needs of the receiver. Many line coaches
felt that they needed assistance in learning how to be more efficient when delivering feedback to
shooting students. Range managers were particularly focused on the ability to resolve conflicts
that arise. The second greatest concern was the effectiveness of the delivery of feedback.
Focus Groups
The results of the focus group echoed the concerns elucidated during the individual
interviews. The team concluded that the greatest area of opportunity was an improvement of
conflict resolution skills. Learning how to give and receive useful feedback was also identified as
an important area of that needs to be addressed. The group was also interested in learning about
the nuances of communication-based on age, gender, and personality.

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Recommendations for Program Planning

It is recommended that a training program is developed to address the communication
issues within the Range Training organization. The training should cover the following areas.
1.

The role different personality types play in communication style

2.

The role - age, gender, and culture play in communication

3.

Effective feedback strategies based on personality, age, and gender

4.

Effective conflict resolution strategies based on personality, age, and gender

Budget
INCOME ESTIMATES
DONATION
MISCELLANEOUS
Total Income
Estimate
EXPENSES

Total Expenses

Amount
$500.00
$200.00
$700.00

PERSONNEL
EXTERNAL STAFF
MATERIALS
EQUIPMENT
SUPPLIES
MISCELLANEOUS

$5
$0.00
$200.00
$200.00
$200.00
$95.00
$700.00

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Staffing Plan
The following is a staffing plan that outlines the program staffing and staff management
plan for this training program. The staffing plan addresses the required qualifications, skills,
knowledge, and abilities for each volunteer employee assigned to the project. The number of
needed staff and the time requirements of each volunteer employee. Available internal and
external resources are identified as well as additional support needs. A plan to fill resource gaps
is discussed and a method of evaluation the performance of the staff is outlined.
Staffing Plan Table

Role

Project
Responsibility

Skills Required

Number
Time
Estimated
of Staff
Required
Start Date
Required
In Hours

Project Team
Lead team, report
status

Leadership,
Training
Training
Management,
Manager
budget
management
Establish and review Training
Core Team
deliverables, assure Management and
quality
Design
Create content and
Research and
Content
training materials
content
Developer
development skills,
writing skills,
Produce training
PowerPoint, MS
Administration material (handouts,
Publisher, MS
PowerPoint)
word
Evaluate Program
Training
Management
Review Team
experience,
knowledge of
evaluation methods
Facilitate training
Presentations,
Trainer
Subject Expert

06/01/2017

06/01/2017

100

200

06/08/2017

30

07/08/2017

30

06/01/2017

30

08/08/2017

48

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Available Internal and External Resources
Sufficient resources with the required skills and knowledge exist within the Range
Training Organization and training department to successfully develop and implement this
training program. Much of the materials needed for the training can be acquired through the
National Rifle Association at minimal cost or purchased through donations.
Staff performance evaluation
Staff will be evaluated based on the following criteria:
1.

Ability to meet deadlines of deliverables determined by the Training Manager

2.

Quality of deliverables

3.

Ability to collaborate

4.

Overall program success

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Stakeholders and Goals
Lions Club Leadership

Improve communication within Range Training organization

Reduce turnover of volunteers

Decrease absenteeism in volunteers

Improve volunteer employee satisfaction

Improve customer service

Involvement early in the program development

Invite input from the volunteers

Check in periodically during training program development to obtain

feedback

Range Directors

Improve communication within Range operation division

Reduce turnover of volunteers

Decrease absenteeism of volunteers

Improve volunteer employee satisfaction

Improve customer service

Involve early in the program development

Invite input from the volunteers

Check in often during training program development to obtain feedback

Training Managers

Reduce turnover within department

Decrease absenteeism in volunteers

SIGNATURE ASSIGNMENT: TRAINING PROGRAM PLAN

Improve volunteer employee satisfaction

Improve customer service

Provide useful feedback to volunteer staff

Develop new conflict resolution strategies

Invite input from volunteers and customers

Check in with them often during program development for feedback

Line Coaches

Improve customer service

Provide effective line coaching and feedback to shooters and students

Invite Input from range directors, students, and fellow volunteers

Provide them with samples of program content

10

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Communication Plan
The goal of the communication plan is to give stakeholders with information
regarding the Communication Training. This plan identifies the marketing message that
will be used, stakeholder communication chart, and a fact sheet. The various promotional
channels and materials are discussed outlining the rationale and implementation of each.
Marketing Message
The marketing message for this training program emphasizes the conception that
Communication leads to Community (Rollo May, n.d.). The slogan for this program
Learning to speak to one anothers listening further reinforces this thought. Combined
with the Lions Club Range Training logo, this becomes a powerful message that clearly
defines the purpose of the training.
Training Program Benefits
The training will provide participants with practical experience with conduction
communication based on various personality styles. Through experiential activities such
as role-playing and interacting with exemplars, participants will learn approaches that
enrich the communication experience and ensures improved results. Social learning is
facilitated through discussion where participants are encouraged to explore his or her past
communication experiences and relate the subject matter to those events.
Promotional Channels and Materials
The primary promotional channel will be emailed. The target audience is
distributed throughout the local community so email is the best way to target this
audience. Each email will contain an informational fact sheet describing different aspects
of the training program. The emails will also include the dates and times for each

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training. These emails will begin going out at weekly intervals one month before the
beginning of the training.
To future engage the target audience, a Facebook Live video will be held
periodically during the development stage of the training. The purpose of the video is to
elicit input from the various stakeholders (see stakeholder communication chart) within
the organization. These Facebook Live videos will begin two months before the start of
the training. During the video, stakeholders will be given an update regarding the training
development and will be provided a preview of various training materials. Viewers will
be given an opportunity to provide feedback to the training project team and post
comments and suggestions for the team.
Stakeholder Communication
To ensure the success of the program, it is important to engage and meet
stakeholder expectations. To accomplish this, a stakeholder communication will be
combined into weekly email updates and links to the various update videos.

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Program Evaluation
Donald Kirkpatrick published his "Four-Level Training Evaluation Model in
1959, in the US Training and Development Journal" (Mind Tools, n.d.). The model was
updated to its present state in 1994. The four levels, reaction, learning, behavior, and
results provide information by which the success of the training can be determined. These
evaluations also provide important feedback for improvement of the training design and
implementation as well as future training projects. This training program will utilize all
four levels of the training evaluation model.
Level 1: Reaction
The Level 1 evaluation will use a training satisfaction survey to be developed by
the practice review team. It will address the participant's responses regarding the value of
the training. The training satisfaction survey will be collected at the end of each training
session, and the results will be evaluated so that adjustments can be made to future
adaptations of this training program. The results of the Level 1 evaluation will also prove
valuable in future training programs.
Questions to be addressed are:

Was the training worth the participants time?

Did the training provide information useful to the member?

Did the participant like the training venue?

Did the Participant find the training style engaging?

Were the training materials informational and easy to understand?

What would the member want to see next time?

Did the member feel that the training was a success?

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Level 2: Learning
The Level 2 evaluation measures the learning that has taken place during the
training. For verification that learning has taken place, a quiz will be developed by the
practice review team. The examination will be administered before training begins and
again one the training is concluded. This quiz will help to determine the participant's
knowledge, the level of skill, and attitudes before and after participating in the training.
The data gathered regarding the degree of learning that took place would be evaluated by
the review team. This will help to determine the success of the training program. This
information will guide the development of future training projects.
Level 3: Behavior
The Level 3 evaluation will take place four to six weeks after the participant has
completed the training. This assessment looks at the ability of the participant to apply the
learning in work situations. This evaluation will be achieved through observations and
interview. The key question to be answered are:
Has the member put any of their learning to use?

Was the participant able to convey their knowledge, skills, or attitudes to

others?

Are the members aware of any changes in their behavior since the training?
Were the conditions of the workplace favorable to the reinforcement of the
behavioral change?
This evaluation will be conducted by the training review team. This level of the
assessment provides data regarding the success of the training. This information will
influence future training development.

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Level 4: Results
This level measures the results of the training and determines the degree to which
the training was successful. Before the start of training, the Training Manager will gather
data regarding volunteer employee retention rates, as well as volunteer employee, and
customer satisfaction levels. Six months after the training, the Training Manager will
collect the same data and produce a comparison report. This will be reviewed by the
Lions Club President and Range Director. This will determine if the training outcomes
were met.
Conclusion
Following this training program plan will result in a well-structured, successful
practice. This plan is a guide for the development of this training program as well as
future training conducted by the Range Training department. This systematized an
approach to developing training lead to quality and success.

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References
Combs, W. L., & Davis, B. M. (2010). Demystifying Technical Training. San Francisco, CA:
Pfeiffer.
Estep, T. (2008). Section I: Learning in the workplace - chapter 1: The evolution of the training
profession. Alexandria: Association for Talent Development. Retrieved from
http://search.proquest.com/docview/896136449?accountid=35812
The Enneagram in Business. (2016). Communication. Retrieved from
http://theenneagraminbusiness.com/business-applications/communication/
Rollo May. (2016). BrainyQuote.com. Retrieved December 27, 2016, from BrainyQuote.com
Web site: http://www.brainyquote.com/quotes/quotes/r/rollomay389414.html
Mind Tools. (2016). Kirkpatrick's Four-Level Training Evaluation Model. Retrieved from
http://www.mindtools.com/pages/article/kirkpatrick.htm
Razik, T. A., & Swanson, A. D. (2010). Fundamental Concepts of Educational Leadership and
Management (3rd ed.). Boston, MA: Pearson Education.