Category 3: The Qualifications of the Seminar Leader
Today's business professional demands development programs of the utmost quality. Not only in the participant materials, but also in the program leader's ability to relate the concepts and theories covered in the materials to real life, day-to-day application in their profession. The seminar provider's professional staff should represent the leaders in professional development. Every program leader should have over 10 years of "hands-on" experience in the subject matter being presented, and has led professional development programs for over 5 years.
The Seminar Leader should believe in giving you MORE than you paid for.
The best developed program, containing world-class, best-practice information
is of little value unless the seminar leader can deliver the materials in a
lively, interactive environment, and has fun! The adult learning experience
requires that the seminar participants become actively involved in the
presentation of the course materials. Good seminar leaders encourage active
discussions, drawing out participants who may be shy or unassuming. Excellent
seminar leaders do that plus make a day of technical presentation seem like an
hour of interactive discussions.
What Makes the Course Leader
Qualified to Lead Your Program?
The old adage "A consultant is
someone from out of town and recently unemployed." is only funny if that
consultant is not leading your On-Site program. Many training companies use
these "Newbies" because they are cheap. The measure of a true training
consultant is the length of their "Legs." Have they been providing professional
development program, on their own for more than 10 years? The hallmark of a true
consultant is the length of time they have been "working without a net." Anyone
can get fired today and be a "consultant" tomorrow. Be wary of course leaders
assigned to you by the training provider that have not been with that provider
for more than 5 years. Ask to see their ratings. Look at their depth of
knowledge. Have they been focused on only one industry for the past several
years? Have they spent their last 5 - 10 years in the same job for the same
employer? Answers to these questions may give you a clearer picture of the
assigned program leader's qualifications to convey knowledge to your employees.
Direct Industry Knowledge of Seminar Leader
The level of industry knowledge of the industry and
discipline are critical skill sets your on-site program leader must have.
However, only one industry focus and only one discipline experience can lead the
course leader to very myopic analyses of the challenges faced by your
professionals. The ability to "Think outside of the box" is a valuable asset for
your on-site leader to posses. If all of the potential solutions to the
world-class challenges facing your organization today could be found in your
industries "common body of knowledge," there would be little need for an on-site
program. Most of the leading-edge solutions to business challenges were found in
arenas far-flung from the day-to-day activities that are typically performed by
the professionals within your organization.
Length of Experience in Providing Professional
Development Programs on an On-Site basis.
Industry and
discipline experience is the first step in evaluating a potential on-site
seminar leader. Also, experience in leading large group sessions, leading "open
enrollment" courses for training providers does showcase the seminar leader's
platform and communication skills. However, an On-Site seminar is a different
"breed of cat." Regardless of how much operational management controls their
staff, On-Site programs are much more difficult to lead than open enrollment
seminars. Office politics, personal relationships, and other demographic nuances
all come to the front when a group from the "inside" gets together with the
"outsider" leading the program. In addition, there is a far greater expectation
placed on the program leader during an on-site program to be able to cite
industry-specific examples of application of the various tools, skills, and
competencies being provided throughout the course materials. Just making the
materials industry specific provides no benefit to your group if the program
leader loses control of the group, and can not relate his or her experiences to
the industry and the materials.
When evaluating your seminar leader, consider the following:
| Final Rating | Category Rating |
|---|---|
|
25 |
5 |
|
20 - 24 |
4 |
|
15 - 19 |
3 |
|
10 - 14 |
2 |
|
5 - 9 |
1 |
Professional Qualifications
Just Because I Say So, Does Not Make It
True
Recognition by peer groups and professional licensing are two
very effective tools to use in determining if the seminar leader that will lead
your On-Site program has the right professional qualifications to ensure the
success of the program. Thoroughly review the seminar leader's biographical
outline. Identify the various industries with which this person has worked - the
more the better. Look at the recognition bestowed upon them by the various
professional associations to which they belong, such as Certified Internal
Auditor (CIA), Project Management Professional (PMP), Certified Cash Manager
(CCM), Certified Governmental Financial Manager (CGFM), Diplomat, American
College of Forensic Examiners (DACFE), Certified Management Accountant (CMA).
Look at the recognition they have earned through the various state and federal
licensing groups, such as State Boards of Accountancy, State Bar Associations,
etc. These designations do not guarantee that the individual can be an effective
On-Site program leader, however, they do identify those professionals who have
gone far and beyond the typical professional in their fields.
Also, look for specific recognitions given by employers, peer groups, community associations and professional associations such as "Professional Of The Year" or other similar recognition. Being listed in the various "Who's Who" directories is also a key designation. It tells you that these people have been recognized as being the top 1% of their respective professions and fields of interest. Being listed in "Who's Who in the World" is an extreme recognition. It tells you that this individual is recognized as both a leading professional, but also a leading member of his or her community.
In addition, look and determine if the course leader achieved the highest rank as part of civic organizations, an Eagle Scout in the Boy Scouts of America, and other achievements in similar civic organizations. This shows that the individual gives back to the community, has a perspective beyond that of his or her profession, and cares about others. While this may seem a trivial aspect of the selection criteria, it shows a well-rounded individual that can bring you insights outside of the typical, mainstream body of knowledge. It is the hallmark of the true professional. For example, only one-tenth of one percent of all of the boys who join the Boy Scouts of America ever become an Eagle Scout. It shows commitment and dedication as a personal trait, not just fluff and window dressing.
| Final Rating | Category Rating |
|---|---|
|
25 |
5 |
|
20 - 24 |
4 |
|
15 - 19 |
3 |
|
10 - 14 |
2 |
|
5 - 9 |
1 |
Demonstrated Competency in the Specific topic to be Covered by the On-Site Program
The most effective way to
determine if the person that will be leading your On-site program posses the
right level of competency is to look for the demonstration of the skill sets in
previous consulting engagements, work accomplishments, and other professional
achievements. Don't be fooled by the "Do as I say"consultant,
who may have a truckload of theoretical competency and knowledge, but very
little or no practical experience. Be aware of training programs sponsored by
University "Training Centers." Often, the leader you get is a professor who
never left the research campus environment, or a doctorial candidate who has
never had a "real" job.
| Final Rating | Category Rating |
|---|---|
|
25 |
5 |
|
20 - 24 |
4 |
|
15 - 19 |
3 |
|
10 - 14 |
2 |
|
5 - 9 |
1 |
Experience in Developing State-of-the-Art Professional Educational Programs
The person who actually developed the course materials to be presented in the On-site Training program you are planning to hold is often the best person to also lead the program. Often, but not always. The ability to apply State-of-the-Art Adult Learning concepts and Advanced Educational Design techniques are as critical as the correctness of the technical information included in the program content. Look at the qualifications of the program leader, and evaluate the structured educational design process used by the sponsoring organization to determine for the necessary competencies.
In addition, if the sponsoring organization has been providing On-site programs on an exclusive basis for more that 10 years, it is a fair assumption that the organization not only has an effective structured educational design process, but also employs effective adult learning and current educational design techniques. The professional development business is highly competitive, and longevity is rare.
| Final Rating | Category Rating |
|---|---|
|
25 |
5 |
|
20 - 24 |
4 |
|
15 - 19 |
3 |
|
10 - 14 |
2 |
|
5 - 9 |
1 |