Different Types of Learning

• Formal - classroom-style training 
• Social - Interactions at work, learning by observation, culture may impact learning styles.
• Self-Directed - formal training that delivered in a way that allows employees to move at their own pace (such as online training, or apprenticeship-style situations)

Do Organizations Create Their Own Learning Systems?

• Companies do NOT have to create their own training from scratch!
• There is so much educational content on the market right now - “off the shelf” training materials are available, as well as some materials  that can be customized (or semi-customized) to better suit your audience.
• Learning & training design is important - and training goals can change over time, so it’s important to see your training materials as agile enough to change with those goals,
• Be aware that training material content often overlaps, from topic to topic and from vendor to vendor.
• Training should engage employees, and should give them takeaways that they can use upon leaving the training session.
• “Don’t train just for the sake of training. Train because you’re going to get a result, you’re going to make people better, you’re going to make your work climate better, you’re going to make your organization better.”

Who Needs To Engage in Continuous Learning?

• Continuous Learning is for all, and ESPECIALLY leaders!
• Regardless of where they are or what their business is, leaders should make a point of seeking out communications training, as that skill is so critical to leadership responsibilities.
• Culturally, training provides clarity for all, helps people understand the organization, why they want to be a part of it, and why they want to continue to be a part of it. This is how training contributes to retention! 

Oliver Bell, Inc.

• A wholistic approach to improving the workforce overall.
• Focal points: Leadership Skills, Communication, Engagement, Managing Diversity & Inclusion, The Role of the Supervisor, etc.
• According to the Conference Board, 90% of employees are engaged when you hire them; six months later, that figure drops to just 35% -- good training, such as that provided by Oliver Bell, Inc, can help push engagement back into the 90% zone.

Oliver Bell: Backstory

• B.S. in Engineering from the United States Military Academy at West Point
• Served as Chairman of the Board for the Texas Department of Criminal Justice
• Mr. Bell’s currently serves as CEO for Oliver Bell, Inc.

Contact

• Oliver Bell: oliver@oliverbell.com
• Oliver Bell, Inc.: 281-593-1690