Management Trainer

I have combined my years in production management with my subsequent experience in the management of training and development functions at plant, divisional and national levels in the UK.
Besides being competent to deliver many management training workshops, I am actively involved in HR consultancy projects including business focused strategic and people planning, assessment and development centres, application of repertory grids, 16PF and Myers Briggs personality assessments, Investors in People, A1 (previously D32/33) NVQ assessments, and the design, implementation and monitoring of performance appraisal procedures.
I have worked extensively throughout the UK, France and the Middle East in Abu Dhabi, Dubai and Muscat in Oman.

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I have developed and conducted 100 plus multi-dimensional assessment/development centres in many organisations. These centres have increased the ability of organisations? and individual?s to predict promotion and/or development potential sevenfold when compared with using stand-alone interviews.
My experience has included selling centre concepts to senior executives and sometimes senior employee representatives. In addition, I have trained many line managers, specialists and other consultants to operate effectively as assessors on centre programmes. Also, I have designed assessment criteria using repertory grids and personality assessments, designed centre programmes, written scores of post programme reports and provided feedback of results to management and confidential feedback to programme participants. Finally, I have designed and assisted clients to implement post-programme research.
 

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I have trained many managers and supervisors in many organisations in the use of logical problem solving and decision making procedures, plus ways of protecting their plans. Workshop delegates were encouraged to bring to the workshop ?real? concerns, i.e. problems they needed to solve, decisions they needed to make, and/or plans implementation they needed to protect. These were tackled after delegates had been taught logical process skills and practised these on various case studies. Often, what had been taught and experienced during the workshop was implemented via on-the-job ?real? assignments with myself in a consultancy role. 

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I have designed and assisted many clients to implement job performance review procedures, particularly self-appraisal formats. In addition, I have developed a Performance Appraisal Checkout Questionnaire which lists many concerns that organisations and individuals often raise about their current appraisal procedures. It has been used at all organisational levels and in all functions and was completed anonymously by ticking boxes. The collated results frequently identified exactly what was wrong with the procedure and what was required to remedy identified problems. Comprehensive training was offered to both appraisers and appraisees on the implementation of their appraisal procedure, including its role in discipline and grievance procedures. Underpinning any consultancy and training assignments is my deep conviction that the provision of constructive, formal feedback to an individual on their job performance is an essential skill for all managers, which will motivate the employee(s) and increase the efficiency of the business. 

Have John D. give you more insight into his Training-strengths in 'Personal Development'. Mail him now!