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Training Development
Last week, you submitted a proposal for the design of a 2-day workshop to train managers on
how to use effective feedback skills when delivering one-on-one performance reviews to
employees. Prior to completing this assignment, review the How to Create a PowerPoint
Presentation
For this assignment, you will design a 15-to-20-slide PowerPoint presentation that would be used
in this training workshop (excluding the title and reference slides). For your presentation,
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Use the features of PowerPoint to effectively present the material to managers.
Create a professional visual using various design elements, such as background, color,
font style, animations, transitions, audio, images, etcetera. Include approximately 50
words of speaker notes on each slide. These notes are the facilitator’s script.
Identify at least three specific learning objectives for this training (making any necessary
modifications to the learning objectives that were submitted in the proposal last week).
Your introductory slide must clearly and concisely describe the training.
Your presentation must also include citations and references from the Blanchard and
Thacker (2019) text and at least three additional scholarly sources.
Your final submission should include (a) the PowerPoint with facilitator notes and (b) a
comprehensive APA-formatted Word transcript of all slide notes and facilitator’s script including
a reference page.
The Training Development presentation
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Must be three to six double-spaced slides in length (not including title and references
slides) and formatted according to APA Style
• Must include a separate title slide with the following:
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Title of presentation in bold font
o Space should appear between the title and the rest of the information on the title
slide.
Student’s name
Name of institution
Course name and number
Instructor’s name
Due date
• Must utilize academic voice. See the Academic Voice
• Links to an external site. resource for additional guidance.
• Must use at least two credible sources in addition to the course text.
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Training Design Proposal
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Introduction
Managers can immensely benefit from a training workshop on how to use effective
feedback skills when delivering one-on-one performance reviews to employees. They will be
exposed to various techniques for sharing feedback, actively listening to employees, and
developing a positive feedback culture within their departments (Mone & London, 2018).
Additionally, using role-playing exercises and case studies during the workshop will allow
managers to apply the feedback delivery skills they learned in simulated scenarios, gaining
requisite competence and confidence (Blanchard & Thacker, 2019). As such, this paper will
develop a 2-day training workshop for 100 managers on how to use effective feedback skills
when delivering one-on-one performance reviews to employees.
Learning Objectives
Like most training workshops, the proposed workshop has an overall goal and supportive
learning objectives. The overall goal is to help managers develop effective feedback skills, which
they can leverage to deliver effective one-on-one performance reviews to employees. The first
learning objective deals with developing proficiency in using various feedback techniques.
Managers need to learn how to deliver feedback that is specific, actionable, and focused on an
employee’s work-related conduct rather than their personality (Mone & London, 2018). Thus,
attaining this objective will allow managers to possess the skills needed to provide constructive
feedback to employees during one-on-one performance review sessions. Mastering this will
allow managers to improve employee performance and motivation while also minimizing
potential defensive reactions to performance reviews (Mone & London, 2018). The second
learning objective is improving managers’ active listening skills. Active listening is a vital part
of delivering effective feedback (DeNisi & Murphy, 2017). As such, this objective will hone
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managers’ ability to attentively listen to employees during performance reviews, understand their
concerns, as well as respond to them empathetically. Improving their active listening skills will
allow managers to better understand employees’ perspectives, creating a collaborative
atmosphere during performance reviews (DeNisi & Murphy, 2017). The final objective deals
with learning goal-setting strategies for continuous improvement. Setting pertinent goals with
employees is also part of delivering effective feedback (DeNisi & Murphy, 2017). Thus, this
objective focuses on teaching managers how to work with employees to collaboratively develop
SMART goals. Integrating goal-setting into performance reviews will allow managers to
contribute to employees’ professional development and overall job satisfaction, as well as
organizational success (DeNisi & Murphy, 2017). These learning objectives will ensure the
managers depart the training workshop with the requisite practical knowledge and skills to drive
continuous improvement within their departments.
Proposed Training Workshop
Content
The proposed 2-day training workshop will cover various topics designed to help
managers master effective skills for delivering feedback during one-on-one performance reviews
with employees. The content areas that will be covered include constructive feedback techniques,
active listening skills, goal-setting strategies, and handling challenging conversations with
employees (Dawson et al., 2019). The managers will also explore the psychological components
of feedback, focusing on comprehending how to motivate and engage employees via positive
reinforcement (Dawson et al., 2019).
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Method
Ensuring the managers have an engaging and comprehensive learning experience during
the training workshop is vital. As such, a blended approach that leverages various instructional
methods will be adopted (Blanchard & Thacker, 2019). This approach will maximize the
efficacy of the training by catering to the managers’ diverse learning styles. Interactive lectures
will be leveraged to provide foundational knowledge to the managers (Blanchard & Thacker,
2019). Furthermore, they will be supplemented by real-world case studies to allow managers to
apply learned concepts in practical scenarios (Blanchard & Thacker, 2019). Role-playing
exercises will be used to allow managers to practice as well as receive feedback about their
delivery and active listening skills (Blanchard & Thacker, 2019). Peer-to-peer learning via group
discussions will be incorporated to support knowledge sharing. Self-paced online modules will
be availed to managers prior to and after the training workshop, allowing for continuous learning
and reinforcement. Although case studies and interactive lectures will offer theoretical
knowledge, role-playing and group discussions will provide opportunities for the practical
application of learned concepts and skill development (Blanchard & Thacker, 2019).
Additionally, using self-paced online modules guarantees flexibility, enabling managers to learn
at their own pace and revisit content when needed (Blanchard & Thacker, 2019). Overall, this
blended approach will create an interactive and dynamic learning environment, improving
managers’ engagement levels and retention of key concepts.
Instructional Media and Equipment
Several instructional media and equipment will be leveraged during the training
workshop. Visual aids like slides and multimedia presentations will improve managers’
comprehension of key concepts during lectures and case studies (Blanchard & Thacker, 2019).
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As such, projectors and screens will be used during lectures and case study discussions.
Flipcharts and whiteboards will be used to facilitate collaborative discourses and brainstorming
sessions, as well as the visualization of key points during group discussions (Blanchard &
Thacker, 2019). Managers will also be allowed to use personal laptops, phones, or tablets to
access online modules, participate in interactive activities, and engage in virtual group
discussions. Cameras and microphones will be leveraged to record and review role-playing
exercises (Blanchard & Thacker, 2019). This makes it easier to provide managers with valuable
feedback about their communication and feedback-delivery skills (Blanchard & Thacker, 2019).
A user-friendly online learning platform will be developed to host online modules, resources,
and forums for ongoing discussions. This will extend learning beyond the confines of the
training workshop.
Logistical Arrangements
Considering logistical arrangements, like the nature of room setup, is critical. Such
factors can either enhance or undermine the content being taught, as well as the interaction
between participants. As such, a classroom-style room with round tables will be set up during
interactive lectures to encourage collaboration and discussion among managers (Blanchard &
Thacker, 2019). Furthermore, refraining from using conventional lecture hall arrangements will
help create more inclusive atmospheres for interactive lectures (Blanchard & Thacker, 2019).
Sufficient space between the tables will ensure managers can easily move around the room
during group-based activities and role-playing exercises.
Room Setup and Communication
Room setup will significantly affect communication within the group during the training
workshop. Generally, collaborative setups that allow participants to face each other promote
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open dialogue and engagement (Blanchard & Thacker, 2019). Thus, the round tables advocated
for in the prior section of the paper will also foster a sense of equality (Blanchard & Thacker,
2019). This will promote more interactive discussions and peer-to-peer learning during groupbased activities.
Conclusion
Managers are expected to perform employee performance reviews. These reviews are
predominantly aimed at helping struggling employees improve their productivity and
performance. Since most performance reviews are done in one-on-one settings with employees,
managers should possess effective feedback skills. These skills allow managers to provide
constructive feedback to employees with empathy, clarity, and specificity, leaving them with a
clear comprehension of their strengths and improvement areas. This, in turn, enables managers
and employees to set realistic goals and implement an action plan to improve a struggling
employee’s performance. As such, the training workshop discussed in this paper will allow
managers to acquire effective skills for delivering feedback to employees during one-on-one
performance reviews.
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References
Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices
(6th ed.). Chicago Business Press.
Dawson, P., Henderson, M., Mahoney, P., Phillips, M., Ryan, T., Boud, D., & Molloy, E. (2019).
What makes for effective feedback: Staff and student perspectives. Assessment &
Evaluation in Higher Education, 44(1), 25-36.
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management:
100 years of progress? Journal of Applied Psychology, 102(3), 421.
Mone, E.M. & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
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