What Kind Of Workplace Do You Prefer?
"What kind of workplace do you prefer?" This is the question you would typically ask if you're looking for the right work environment or a job seeker preparing for an interview.
Either way, understanding your ideal workplace helps you manage expectations, adjust to the reality of today's workplace, thrive, stay engaged, and enjoy more long-term job satisfaction. This is often the result of a healthy workplace culture.
How to Identify Your Ideal Workplace?
A workplace isn't just about where you work (place)—it’s about how you work, who you work with, and what values shape the company culture. To determine your ideal workplace, consider the following:
1. Work Culture: Collaborative or Independent?
A strong component of an ideal workplace is its culture. During your job application (if it's a face-to-face interview), you'll get a glimpse of the office environment and what it's like to work for the company.
If you observe employees working inside the organization closely and how they interact, you will notice behaviors that could give insights into their work culture.
If it's your ideal workplace, ask yourself this question:
"Do you enjoy brainstorming with teams or prefer working independently with minimal supervision?"
If you'd like to work alone (or want to have work at home, as many Filipinos are today), you would be on the latter side—of working independently with minimal supervision.
Pro Tip: Think about your past jobs or projects. Did you perform better when collaborating with a team, or did too many meetings drain you? If you're unsure, experiment with both styles by having a side project that allows you to work alone—freelance work or even volunteer roles.
Both collaborative and independent workplaces offer the same advantages.
Collaborative Workplace: Expect teamwork, frequent discussions, and shared goals. This is common in startups, creative fields, and customer-focused industries.
Independent Workplace: You'll have autonomy, personal accountability, and more self-direction. You need more self-discipline with this kind of ideal workplace. Mostly, you'll find roles requiring deep focus, analysis, or technical expertise.
2. Work Flexibility: Remote, Hybrid, or On-Site?
This is a core component of the kind of workplace you prefer. As we all know, work setups have evolved, with many companies offering different models. Consider these three types of work setup:
- On-Site Work: Structure, in-person collaboration, and clear work-life separation.
- Remote Work: This offers Flexibility and reduced commuting time but requires self-discipline.
- Hybrid Work: A mix of both, allowing in-person teamwork and independent focus time.
During the interview, you can ask about the work setup for your given role. From there, you can assess whether you're okay with proceeding with the job (for instance, if you've already been offered the job).
3. Leadership Style: Hands-On or Autonomous?
The truth is that you'll always be working under a boss. Your leader will always be up there as you climb higher on the corporate ladder,
Though you may not choose who will be your boss as you start working in the company (they will always be an ideal supervisor or manager), answering this in an interview helps the recruitment staff learn more about your working style (especially when joining a team).
💡 Interview Tip: If you need mentorship, say, "I thrive under leadership that provides guidance and continuous learning opportunities." If you prefer autonomy, say, "I appreciate leadership that trusts employees to take ownership of their work."
4. Career Growth: Structured or Fluid?
Your long-term success depends on how a company supports your professional development. The more you grow within the organization, the more likely you would stay.
Structured and fluid growth are often the two factors that dictate career growth. How do they differ?
- Structured Growth: Clear career paths, promotions, and training programs. Common in corporate and hierarchical environments.
- Fluid Growth: Learning through projects, skill-building, and diverse responsibilities. Found in startups and dynamic companies.
Set career goals. These could be aligned with the current corporate structure and promotional opportunities added to the company. Generally, if you move to a higher role, there will be room for growth.
However, there are companies where you move to higher job positions, yet they don't give you room for growth opportunities.
💡 Interview Tip: If structure is important, say: "I’m motivated by clear career progression and development programs." If you prefer flexibility, say, "I enjoy roles that allow me to grow through varied projects and new challenges."
How to answer “What kind of workplace do you prefer?” in an interview?
Preparing to answer questions about your ideal workplace can help you build self-confidence, leave a strong impression, and ultimately secure the job.
Employers ask this question to assess whether your work style, values, and expectations align with their company culture ("culture fit").
So giving them a well-thought response (not a generic, templated interview answer) will show that you have high self-awareness, adaptability, and a clear understanding of what and how makes you productive.
1. Be Honest. Share Your Ideal Environment While Remaining Flexible
While it's important to be true about the type of workplace where you want to thrive, don't make it ideal. Avoid sounding rigid. If you strongly prefer a particular setting (e.g., a highly collaborative culture), express it, but also show a willingness to adapt. Remember, there's no such thing as a perfect workplace.
Employees value candidates who can work effectively in different environments, as internal changes happen so often within the company, so you can't escape not adapting to the ever-changing working landscape.
Here's an example of how you would express it:
💬 Example:
"I enjoy a collaborative workplace where I can share ideas, but I’m also comfortable working independently when needed."
2. Match Your Answer to the Company– Research Their Culture and Highlight Shared Values
Before your scheduled job interview, research the company's culture through its website, social media, and employee reviews. Linkedin, Jobstreet, Indeed, and Glassdoor are some websites where you can see employee reviews.
You can align your responses accordingly if the company emphasizes teamwork and open communication. This will also help you set the tone of the conversation and give you a competitive advantage, as you will know the company better than other job candidates.
Highlight your ability to work autonomously while staying aligned with the team's goals and objectives.
You can answer in a job interview, in a way:
💬 Example:
"Based on what I’ve learned about your company, teamwork and knowledge-sharing are key values. I thrive in that environment where I can contribute while learning from others."
3. Show Adaptability – Employers Appreciate Candidates Who Can Work in Various Settings
As mentioned earlier, adaptability responses show employers that you can adjust to different dynamics. They also speak well of your ability to collaborate on team projects, work remotely, or manage tasks independently.
One example of a job interview response looks like this:
💬 Example:
"I work best in a structured environment with clear goals, but I’m also adaptable to fast-paced settings where priorities shift."
Key Takeaway: Align Your Workplace Preference with Success
The key is not to be rigid about your style and preferences but to be more adaptive to the company's needs. After all, you are applying for a job or working to serve your employer.
Knowing what kind of workplace you prefer helps you make informed career choices. Choosing the right environment ensures productivity, motivation, and career satisfaction, whether it’s a structured corporate role, a flexible startup, or an independent work setup. Before joining a company, research its culture, ask the right questions, and reflect on what makes you most productive and fulfilled.
How Would You Describe An Ideal Supervisor?
How would you describe an ideal supervisor?
If you've been asked this question in a job interview or a formal discussion about leadership, you probably reflect on the essential qualities of a supervisor and how you can, by any chance, shape the culture in your organization within your sphere of influence.
An ideal supervisor is more than just a manager who assigns tasks and calls it a day—they are leaders who guide, support, and empower their team.
Key Qualities of an Ideal Supervisor
An ideal supervisor balances his subordinates' well-being and top management's strategic initiatives. Doing so allows him to be a healthy leader without sacrificing the company's performance. A couple of essential qualities that define an exceptional supervisor:
Strong Communication Skills
One key role of a supervisor is communication: communicating responsibilities, strategies, concerns, and feedback to subordinates.
Practicing and mastering effective communication enables you to inspire your team through a healthy culture (relationships) and help them perform optimally (results).
To build the identity of a communicating supervisor, practice these actionable behaviors:
Practice active listening.
Focus on the speaker, ask clarifying and follow-up questions, nod to show interest, and summarize key points to show you understand their answers.
Encourage open feedback.
Ask employees regularly for their thoughts on tasks, processes, performance, organizational strategy, and workplace culture. While they may not have all the answers, they can give you input to inspire improvement in your daily work as a supervisor.
Use clear and concise language.
Avoid confusing words, use less jargon (if unnecessary), and always be direct when explaining tasks, expectations, and company goals. Value your subordinates' working time as you value yours.
Adapt your communication style.
You should adjust your communication style based on the individual's personality, experience level, knowledge of tasks, and preferred method (verbal, written, or visual).
Conduct regular team meetings.
Hold structured but interactive meetings to align on goals, discuss roadblocks, and celebrate wins to build momentum.
Give immediate and constructive feedback.
Address issues as they arise to avoid delays and future big fires—be a more positive and solution-oriented supervisor.
Master nonverbal communication.
Maintain eye contact, use open body language, and strengthen your relationship by asking, "What's in it for them?" (referring to the interests of the person you're talking to).
Clarify expectations in writing.
Send follow-up verbal instructions using emails, task lists, or memos to ensure project alignment and hold your people accountable for their goals.
Encourage two-way communication.
Enable employees to voice their opinions, contribute ideas, and ask questions freely—promote more psychological safety in your team.
Handle difficult conversations professionally.
Conflicts are necessary, so stay calm, focus on the facts (be more objective), and address concerns with wisdom and discernment while maintaining respect.
Use storytelling to inspire.
Be a leader who is vulnerable enough to share real-life experiences and stories. This will make conversation lighter and help you connect deeper with your subordinates. Always connect emotionally with your team.
Provide communication training opportunities.
Encourage employees to invest in personal growth by attending in-house workshops and corporate training programs, such as technical or soft skills training.
Fair and Consistent Leadership
Being a supervisor means leading by example. Being fair and consistent strengthens the core of your leadership by building the trust of your subordinates, making your leadership more stable.
A fair supervisor will ensure that his employees feel valued, have equal opportunities based on their skillsets (in other words, no special treatment), and are held to the same standards.
Here are actionable steps to develop fair and consistent leadership:
Set clear and objective performance standards.
Define measurable performance expectations based on your company's top-line strategy and ensure your team members apply them all to the best of their abilities (of course, there's no 100% perfect).
Make decisions based on facts, not personal preferences.
Use objective criteria when assigning projects or tasks or even when resolving disputes. The ECTEA model framework, which I shared in my problem-solving and decision-making guide, can help you set criteria for your teams.
Hold everyone to the same standards.
Apply policies, deadlines, and disciplinary actions (if necessary) consistently to all employees you manage, regardless of their tenure or level of relationships with you.
Recognize and reward based on merit.
This is relatively easy if you work for a multinational corporation with strict KPI guidelines. Otherwise, you would develop a transparent system for acknowledging achievements and ensuring that rewards are earned relatively.
Seek multiple perspectives before making decisions.
Decision-making is a core area of a supervisor's role. So, always consult with higher-ups, people you can mentor and trust for advice, and your team members for input so that you can make wise, sound, balanced, and strategic decisions.
Encourage an open-door policy for concerns.
This has become a trend in the workplace for years, given that top managers and C-suite leaders want their employees to voice their issues without fear of retaliation. The more they share their challenges, the easier for the company to put out fires before they get big. This also helps in innovating new ideas to improve the company's operations.
Regularly assess your own biases.
Reflect on your personal leadership decisions. Ask yourself if you're unconsciously favoring or overlooking certain employees. Being more self-aware helps avoid misunderstandings about your treatment and makes the team more confident in following you as their supervisor.
Document key decisions and policies. Keep records of feedback inputs, performance reviews, promotion notes, and disciplinary actions so you have documented files when needed, which helps ensure consistency and avoid misunderstandings.
Provide equal growth opportunities.
Do your best to provide your team members with the necessary training, mentorship, and career advancement opportunities. Allow them to see great potential in themselves as they continuously invest their time and other resources in their personal development.
Communicate changes in policies
Internal documents, including workplace rules, schedules, and expectations, would constantly change. Make sure everyone on your team receives the same information, and let them ask questions to clarify anything.
Encourage team collaboration and peer recognition.
Foster an environment where your employees recognize each other's contributions, helping to reduce any perception of favoritism. You can use the Five Languages of Appreciation in the Workplace by Gary Chapman to help you appreciate people for their work based on how they want to be appreciated (their language of appreciation).
Stay accountable to your team.
Ask employees for feedback on your leadership—becoming vulnerable makes you more credible as a supervisor. You need to grow in your leadership using data from feedback and make adjustments when necessary.
Rainmakers: The Leading Choice for Corporate Training
Do you need supervisory training program for your employees? Fill out our contact form to get a free quote today.
Training Request Form Template [Free Download]
Organizing and approving training programs can be challenging. Having a training request form where you can detail everything you need increases the likelihood of getting your request approved.
What is a Training Request Form?
Training Request Form is a standardized document that employees or departments use to formally request training programs to help them align with organizational goals, budget constraints, and talent development plans.
Free Download of Training Request Form by Rainmakers
How to Use a Training Request Form Template Effectively?
Generally, the training request form we created simplifies getting all the information needed for the corporate training program in one place. Here are the essential information you must include in the form:
1. Personal Information
Enter your full name, job title, department, email address, and office location. Make it easy for someone who approves your training request to know your role in the organization.
2. Training Details
This is the meat of the training request—provide clear and specific information about the training and the reasons for requesting it, such as addressing skill gaps, meeting compliance needs, or improving specific job performance.
Here you may need to have a basic knowledge of training needs analysis so you can bring substance to your request, as to how the specific training program could help your team, and organization achieve business objectives, which leads to the next valuation information:
3. Connection to Business Objectives
Explicitly state how the requested training directly supports business goals or strategic objectives. Provide examples to help the approver visualize what you have in mind and how it helps achieve specific objectives.
4. Expected Outcomes and Success Measures
Define and outline the specific outcomes expected from the training. Be more specific than just adding new skills,improvingd employee engagement, or better team collaboration.,
Include how you will measure success, such as performance metrics, pre-and post-training assessments, or employee feedback surveys—these are all needed to evaluate the success of your corporate training program.
5. Target Beneficiaries and Audience Size
Specify who will benefit from the training, including their job roles and departments, and include the number of employees in the organization you want to be trained.
6. Skills and Competencies
Identify the specific skills and competencies participants will gain or enhance, ensuring alignment with employee development needs and organizational capabilities.
Be data-driven. Use job books and documents to see which job skill you want to upskill or add to improve individual performance.
7. Preferred Training Format
State your preferred training method clearly, whether online, in-person, blended, or one-on-one.
8. Accreditation and Timing Requirements
indicate if accreditation or certification is necessary, and state your desired training start and completion dates, along with the current availability of participants. These are all needed for logistic purposes and outsourcing training services if you will get a corporate training provider.
9. Supporting Resources and Budget
Detail any internal supporting resources, such as training rooms, or technical resources.
Define the budget, including the approval status and financial constraints. Break down expenses into professional fees, materials, and venue costs.
10. Additional Information
Include any additional comments or information necessary for clarity or completeness of the request.
Need help with your corporate training programs? Rainmakers cover everything you need to run your training programs to address competency gaps. Get a free proposal today.
Training vs Coaching: Key Differences and When to Use Each
One integral part of understanding learning and development is the differences and similarities between training and coaching. Knowing these helps you position your learning intervention for employees so that it genuinely helps them succeed in the workplace.
So, let’s define training and coaching.
Training is a structured process that imparts knowledge and skills to individuals or groups. It follows a predefined curriculum and focuses on specific learning objectives.
Trainers deliver information, demonstrate techniques, facilitate discussions and activities, and assess learners' progress through exercises and assessments. Training is often used to ensure employees gain specific competencies required for their roles. For example, a sales professional gets trained in negotiation skills to close more deals with a supplier.
Coaching is a personalized development process that helps individuals improve performance, overcome challenges, and reach goals—It is a one-to-one interactive session guided by the learner's needs.
Coaches ask questions, provide feedback, and facilitate self-discovery rather than delivering direct instruction.
Coaching is commonly used for leadership development, performance improvement, and professional growth.
Let’s go to what makes them unique as a learning intervention.
Differences Between Coaching and Training
Objectives
Training aims to teach new knowledge and skills to ensure competency, while coaching focuses on improving performance and achieving personal or professional goals through self-reflection and problem-solving.
In other words, training is more focused on skills, while coaching derives answers for the holistic growth of the coachee.
Methodology
Training follows a structured syllabus with lectures, exercises, and evaluations to measure knowledge retention.
Coaching is flexible, adapting to the learner’s needs through guided discussions, active listening, and goal setting. The methodology is not rigid but flexible enough to accommodate the coachee's needs.
Outcomes
Training results in measurable skill acquisition, certification, or improved technical ability. Coaching fosters self-awareness, problem-solving, and behavioral change, leading to long-term growth.
While there are many evaluations and measurements for coaching, measuring the results of a coaching program remains unexplored.
Timeframe
Training is often short-term and has a defined endpoint, while coaching is ongoing and supports continuous personal and professional development.
While corporate training lasts only a day, coaching requires regular sessions to assess the coachee's development or progress further.
Instructor’s Role
Trainers provide direct instruction, structured content, and assessment. Coaches facilitate growth by guiding individuals to discover solutions independently and take ownership of their development.
Similarities Between Coaching and Training
While they have unique advantages, coaching and training can be applied as learning interventions, and similar patterns can be observed.
Learning and Development
Both methods aim to enhance knowledge, skills, and performance in professional or personal contexts. They both seek to promote learners’ holistic growth—that’s valuable learning and development interventions.
Guidance and Support
Trainers and coaches facilitate growth through structured interaction tailored to the learner's needs. However, their structured process is somewhat misinterpreted, especially for coaching. Some consider it a casual conversation with no structured flow to facilitate better learning.
As corporate trainers and coaches, the best coaches in the world apply the standard process, which makes coaching even more effective in promoting learning for Filipino leaders.
Feedback and Improvement
Both approaches involve evaluating progress, identifying gaps, and making necessary adjustments.
They aim to secure personal feedback that addresses any issue and closes gaps in competencies, which can drive the learner's progress towards a specific individual and professional goal.
Application of Concepts
Training and coaching encourage learners to apply knowledge and skills in real-life scenarios for maximum impact.
Like any type of learning, the application is what matters most. You can undergo training and coaching, but without applying the insights from both interventions, the teaching will fall flat and will not significantly impact your progress.
Personal and Professional Growth
Both contribute to career advancement, helping individuals develop competencies needed for success. As mentioned earlier, training and coaching are two essential learning interventions that any professional must invest heavily in, regardless of their rank in the corporate ladder.
Integration of Coaching and Training
Combining coaching and training enhances learning effectiveness by reinforcing newly acquired knowledge with ongoing development. Organizations can integrate both methods through:
Follow-up Coaching
Coaching can reinforce learning after training sessions. Providing personalized guidance and accountability becomes applying what should be based on the individual context and challenges the learner faces.
Coaching in Training
Trainers can incorporate coaching techniques like open-ended questioning and guided reflection to enhance engagement.
For instance, we conduct peer feedback and individual coaching sessions in our presentation skills training for participants to gain direct feedback from the trainer-coach and apply these rooms for improvements, as we call it, to the competency they want to achieve.
Customized Development Plans
Coaching can use assessments from training sessions to address individual growth areas with targeted strategies. The evaluation and needs assessment gathered from training needs analysis can help coaches guide their coaches to the proper reflection so they can leverage more insights into the self-awareness stage.
Managerial Coaching
Supervisors can use coaching skills to support employees in applying training concepts in their roles. Both learning interventions are necessary to address employees' challenges, gaps, and issues.
Skills Transfer Between Coaching and Training
Here are the top skills that coaching and corporate training would pass to the learner. Skills that can be applied across both disciplines include:
Active Listening: Essential for understanding learner needs, whether in a training session or coaching conversation.
The ability to listen would help impact the coach, coachee, trainer, and training participant, allowing a better flow of conversation and discussion on a subject.
Questioning Techniques
Trainers can use coaching-style questions to engage learners, while coaches can incorporate structured explanations when needed.
Both are useful in enhancing the learning atmosphere of the participants. The ability to ask questions can help garner insights that would otherwise only occur on that learning day—facilitating it well would drastically change a person’s life.
Feedback Delivery:
Effective feedback ensures skill mastery in training and fosters self-improvement in coaching.
That’s why there is an evaluation for both the coach and trainer—as they also need to improve their skills and master the craft so they can have more impact on other people’s lives.
Adaptability
Trainers can adjust content delivery based on learners' engagement, while coaches can introduce structured frameworks when necessary.
Coaches have a great flow of conversions, while corporate trainers can include activities and workshops relevant to the subject matter—that may or may not be inherently part of the original training design—but are essential to level up the skills of training participants.
When to Use Coaching vs. Training?
Knowing when to use these learning interventions is critical to your team's success—both for leaders and subordinates. You cannot interchange these two, as they have objectives and goals. If you choose wisely, this will have a more significant impact on your success goals.
Use Training When:
- Teaching specific skills, processes, or compliance requirements.
- Increasing competencies on particular subject matter (i.e., sales training for sales associates or sales leadership for sales managers).
- Onboard new employees and ensure consistency in knowledge transfer.
- Certifying individuals in technical competencies or industry standards.
- Introducing structured learning in a group setting.
- Introducing new tools and technologies to facilitate better use or application.
Use Coaching When:
- Developing leadership, communication, and strategic thinking skills.
- Helping individuals navigate career challenges and set professional goals.
- Addressing performance issues through personalized development strategies.
- Supporting employees in applying training concepts in real-world scenarios.
- Strengthening relationships to improve results on Key Result Areas (KRAs).
Training & Coaching: A Powerful Combination
Training and coaching are both essential for learning and development. While training provides foundational education, coaching ensures continuous improvement and long-term success. Understanding their differences, similarities, and integration strategies helps organizations maximize employee growth, engagement, and productivity.
9 Best Leadership Training Topics (Most-Requested)
You’re now part of talent development, ready to launch leadership training for your new and seasoned employees. What you need the most is the best leadership training topics to discuss in corporate training.
In this guide, I’ll discuss the key leadership training topics that build essential skills. Whether leading a small team or a large organization with thousands of employees, you must hone and nurture specific skills to produce better outcomes and long-term success.
1. Adaptability and Resilience
In the age of AI and technology, leaders are facing a strong wave of innovation that a person with adaptability and resilience can stay effective during change and uncertainty.
These skills alone can help them endure and handle crises (which we have experienced so far during the COVID-19 season). They can also help their team members recover from setbacks by leading by example.
Key Competencies and KSA Requirements
1. Building a Change-Ready Culture
Knowledge: Organizational change principles, change management theories
Skills: Communication, change facilitation, employee engagement
Attitude: Openness to change, flexibility, proactive mindset
Insights: Change management, in general, is an advanced skill in leadership training for managers and supervisors. If leaders are trained with the fundamentals of leadership and management, and they’ve been demonstrating behaviors and skills as more than the above leaders, change management is the next level they should consider advancing in terms of competence.
2. Fostering a Growth Mindset
Knowledge: Principles of neuroplasticity, continuous learning models
Skills: Encouraging feedback, challenging fixed beliefs, personal development
Attitude: Positive outlook, willingness to learn, perseverance
Insights: Changing mindsets in leadership training requires specific activities that encourage self-reflection instead of lecture-based learning. Industry professionals can learn more from reflecting on and discussing events with other participants. As a corporate leadership trainer, this has been my go-to learning structure for fostering a growth mindset in leaders.
3. Identifying Opportunities and Threats
Knowledge: SWOT analysis, risk assessment methods
Skills: Critical thinking, strategic planning, scenario analysis
Attitude: Risk-awareness, forward-thinking, adaptability
Insights: SWOT analysis is a good way to spot opportunities and threats in your current role, team, and department. This is typically done before the year starts. However, you shouldn’t limit the exercise to just leadership training proper. You can also integrate it into your monthly or weekly tasks, as it can help you be more aware of your strengths and weaknesses - truly upskilling yourself.
4. Recovering from Setbacks
Knowledge: Resilience frameworks, coping mechanisms
Skills: Emotional regulation, stress management, problem-solving
Attitude: Perseverance, confidence, optimism
Insights: In previous leadership training programs, topics like recovering from setbacks were not commonly seen. Today, it has become a core topic of leadership training, and we even have a standalone training for this skill area. The reason is that a considerable number of professionals are still recovering from their losses (and potentially having mental health issues) that need to be addressed so they can be more equipped to face present and future challenges.
2. Change Management
As mentioned earlier, change management is an advanced skill for leaders. As a corporate trainer, I see it as a core corporate training program initially suited for mid-level, top-level, and suite-level managers. However, a couple of years later, it became part of the training development curriculum for aspiring and new managers.
The primary reason is that change management applies to superiors at the top and leaders who are still part of the front-line team, facing challenges at work head-on. If they know how to solve problems, it could have a significant impact upwards, and it can help drive innovation by bringing creative ideas that only front-line managers can think of.
Key Competencies and KSA Requirements
1. Understanding Change Processes
Knowledge: ADKAR model, Kotter’s 8-Step Change Model
Skills: Planning, communication, execution
Attitude: Patience, adaptability, resilience
Insights: I’ve had good change management training for strategy managers in one of the top outsourcing companies in the Philippines. It was a great experience learning directly from strategy managers who experience drastic changes inside and outside the organization (technology adaption, tools, strategies, etc..). They crafted their own change management process from my given framework, and a good couple of hours discussing their real-life examples of changes allowed them to increase their self-awareness and individually create their action plans to tackle them.
2. Managing Resistance to Change
Knowledge: Psychological reactions to change, stakeholder management
Skills: Negotiation, conflict resolution, persuasion
Attitude: Empathy, persistence, strategic thinking
Insights: The ADKAR and Kotter’s 8-Step Change Model are the best frameworks for change management. They’ve been tested and practiced across different organizations and industries, giving you the confidence that it works and would impact your target participants similarly.
3. Developing Employee Career Paths
Knowledge: Talent development strategies, mentorship techniques
Skills: Coaching, career mapping, performance assessment
Attitude: Supportiveness, vision-oriented thinking, encouragement
Insights: This competence addresses the human resource (human capital, as others refer to it) or any department involved in talent development. Change management today also includes drafting and implementing a solid career map for employees. It upskill HR leaders to consider the changes in job roles as changes arise in the organization.
3. Coaching and Mentoring
Coaching and mentoring have become a buzzword today. Still, I see few companies invested in leadership development (most companies with this as a core topic for leadership training are multi-national companies, but still very few).
Coaching and mentoring are essential skills in driving individual work performance. Leaders can help their direct reports see themselves as performers and address performance gap issues.
Key Competencies and KSA Requirements
1. Active Listening
Knowledge: Listening techniques, barriers to effective listening
Skills: Paraphrasing, asking clarifying questions, non-verbal cues
Attitude: Patience, attentiveness, empathy
Insights: Active listening isn’t just a particular behavior but a skill that leaders should constantly practice and master to improve. To encourage participants to practice this skill, you should design the training program to include workshops that enhance active listening. You should also probably share additional principles and points on mastering active listening.
2. Feedback and Reflection
Knowledge: Feedback models (e.g., SBI, GROW)
Skills: Constructive criticism, performance evaluation, goal setting
Attitude: Objectivity, encouragement, continuous improvement
Insights: Giving feedback is one of the leadership conversations that can help leaders’ subordinates improve their day-to-day work. Opportunities are spotted to put strengths into practice and identify gaps at work—in terms of knowledge, skills, and behavior- and improve each to increase the level of competencies.
4. Conflict Resolution
Conflicts are part of handling teams. As you transition teams from forming (the first stage of team development) to norming (the second stage), you’ll experience and see actual conflicts between team members that either challenge them to grow or could be a barrier to team harmony and productivity.
Knowing how to handle disputes effectively can help your team grow and function better.
Key Competencies and KSA Requirements
1. Identifying Sources of Conflict
Knowledge: Workplace conflict types, conflict resolution models
Skills: Root cause analysis, mediation, active listening
Attitude: Fairness, open-mindedness, emotional control
Insights: It’s a separate fundamental skill to know the root cause of the conflict. And it is easier said than done because you must figure it out honestly and critically during discussions and open forums.
2. Mediation Skills
Knowledge: Interest-based negotiation, neutral facilitation techniques
Skills: Compromise strategies, impartial listening, persuasion
Attitude: Neutrality, respect, solution-driven mindset
Insights: Your goal as a leader is not to be one-sided. You aim to unite parties involved using active listening skills and specific values such as respect and neutrality. The higher you go up the corporate ladder, the more challenging it is to manage subordinates’ disputes.
5. Effective Communication
All leaders are communicators. It is only a matter of whether the communication has a positive or negative impact. If you can persuade people with words and actions through effective communication, you can inspire them to achieve individual and team goals.
Key Competencies and KSA Requirements
1. Verbal and Non-Verbal Communication
Knowledge: Communication models, body language interpretation
Skills: Public speaking, storytelling, engaging presentations
Attitude: Confidence, approachability, authenticity
Insights: Most of how you show it is what your subordinates pick up as the message of your communication. This includes your tone of voice, speed, dynamics, and body language that you may not be consciously aware of as you speak but highly dictates how your team members perceive your message.
2. Active Listening
Knowledge: Barriers to effective listening, techniques for engagement
Skills: Summarizing, clarifying, showing empathy
Attitude: Open-mindedness, patience, attentiveness
Insights: Active listening is an essential element in leadership communication. By listening to them right away, you understand better the intent behind every word they say. This impacts your response to every situation and allows you to garner and build more trust with your team members.
6. Emotional Intelligence
Emotional intelligence has become a core module for many corporate training programs. Not only is it necessary for anyone to manage their emotions, but it’s also apparent that people are sensitive to other people’s emotions—a crucial area in strengthening work relationships.
Key Competencies and KSA Requirements
1. Self-awareness and Self-Regulation
Knowledge: Emotional intelligence models, mindfulness techniques
Skills: Emotional control, stress management, decision-making
Attitude: Reflectiveness, calmness, adaptability
2. Empathy and Social Awareness
Knowledge: Cross-cultural communication, emotional recognition
Skills: Perspective-taking, conflict resolution, inclusivity
Attitude: Compassion, fairness, open-mindedness
3. Relationship Management
Knowledge: DEI principles, interpersonal dynamics
Skills: Building trust, managing teams, networking
Attitude: Empathy, inclusivity, approachability
Insights: These three components of emotional intelligence—self-awareness, empathy, and relationship management are areas where one can master and strengthen competencies. I see these three pillars in most emotional intelligence frameworks, including Daniel Goleman’s Four Domains of Emotional Intelligence.
7. Problem-Solving and Decision-Making
We face problems and make decisions every single day at work. Leaders who know how to develop the best possible solution for every problem will have higher chances of getting promoted and achieving the organization's best performance.
Problem-solving and decision-making training can elevate your leaders’ critical and creative thinking skills, making them more competent and confident at work.
Key Competencies and KSA Requirements
1. Critical Thinking
Knowledge: Logical reasoning, bias recognition
Skills: Evaluating evidence, analyzing data, root-cause analysis
Attitude: Skepticism, curiosity, patience
2. Decision-Making Frameworks
Knowledge: SWOT analysis, cost-benefit analysis
Skills: Risk assessment, prioritization, scenario planning
Attitude: Confidence, responsibility, ethical considerations
Insights: In my problem-solving decision-making training, I teach the framework of SAPADAPPA, which is a PSDM tool to help leaders come up with the best solutions by first analyzing their situation, getting to the root cause of their problems, identifying the probable reasons and coming up with the best solution using the decision analysis.
8. Team Building and Collaboration
While there are many team-building facilitators, it is also true that leaders must know how to build their teams, not necessarily have them play different activities. But beyond just playing games, it is more about leaders intentionally developing their teams.
Key Competencies and KSA Requirements
1. Trust and Psychological Safety
Knowledge: Team dynamics, trust-building techniques
Skills: Transparency, delegation, recognition
Attitude: Honesty, openness, inclusivity
Insights: Psychological safety is a keynote talk or panel discussion topic in many HR and talent development seminars. The entire premise revolves around creating a healthy culture where employees are more open to their ideas, concerns, and challenges, which is a strong indicator of such a culture.
2. Effective Collaboration
Knowledge: Group problem-solving models, facilitation techniques
Skills: Conflict resolution, role assignment, active participation
Attitude: Cooperation, commitment, mutual respectf
9. Time Management
Effective time management helps leaders allocate their resources properly—where the most expensive resource every leader should manage is their time.
Leaders are not only individual contributors but also invest time in coaching and supporting their subordinates, learning to achieve maximum productivity while maintaining healthy relationships with the team members. These are crucial in today’s working environment.
Key Competencies and KSA Requirements
1. Prioritization and Planning
Knowledge: Time management frameworks (Eisenhower Matrix, Pomodoro Technique)
Skills: Scheduling, goal setting, workload distribution
Attitude: Discipline, consistency, self-motivation
2. Reducing Distractions and Increasing Focus
Knowledge: Productivity techniques, cognitive load management
Skills: Task batching, setting boundaries, focus improvement
Attitude: Commitment, awareness, persistence
How to Determine Leadership Training Topics?
1. Conduct a Training Needs Analysis
A Training Needs Analysis (TNA) identifies gaps in leadership competencies. A structured assessment evaluates employees' current skills, knowledge, and attitudes.
You can check out our Free Training Needs Analysis Template.
2. Identify Problem and Growth Gaps
As you go deeper with your training needs analysis, you’ll find both problem and growth gaps in the competencies of your subordinates. This is where you need to analyze them so you can design a training program (or outsource it to the best corporate training provider in the Philippines - if you lack the resources to do so).
What’s the difference between the two: problem gaps and growth gaps?
Problem Gaps: These indicate a deficiency in key leadership competency, such as ineffective communication.
Growth Gaps: These focus on continuous development, ensuring employees refine their skills without pressing issues.
3. Design and Align Training with Business Goals
All leadership training must support organizational objectives (aligned leadership training objectives). It doesn’t stand alone like another statistic or schedule in the training calendar.
Leadership training programs are investments in the company's people, so it’s critically important to make them worthwhile in terms of costs and time.
4. Ask for Recommendations From SMEs or Trainers
You can hire a training design consultant if you lack the technical knowledge or expertise to identify your employees' training needs. These consultants specialize in analyzing and designing aspects of a corporate training program (end-to-end), giving you everything you need to create a successful training event.
5. Use Proven Frameworks
If you want to do it yourself, you can go directly to widespread and successful leadership training frameworks for the above leadership competencies
- Change Management: ADKAR Model
- Communication: DISC Model
- Emotional Intelligence: Goleman’s EQ Model
- Decision-Making: SWOT & Cost-Benefit Analysis
If you’re looking for an engaging leadership training program that meets your training needs and business objectives, contact us today for a free quote.
Training Needs Analysis Template [Free Excel Download]
Identifying skill gaps and aligning employee development with business goals is easier when you have a training needs analysis template. At Rainmakers, we help our clients develop their employees through corporate training programs.
And it starts by identifying their needs through training needs analysis.
Below is a template that you can use to systematically assess training priorities and ensure resources are allocated where they matter most.
Why Use a Template for Training Needs Assessment?
A well-designed Training Needs Analysis (TNA) template eliminates guesswork and provides a structured approach to evaluating competencies, identifying training needs, and aligning learning interventions with business objectives. It ensures that training efforts are data-driven, strategic, and impactful.
What is a Training Needs Analysis?
A Training Needs Analysis is a systematic process organizations use to assess skill gaps, knowledge deficiencies, and competency levels in their workforce. Businesses can identify key training priorities and allocate resources effectively by evaluating employees' current capabilities against desired performance outcomes.
How to Use This Training Needs Analysis Template?
- Review Example Data – The template includes a sample dataset for reference.
- Customize Your Inputs – Fill in your own job roles, performance goals, key skills, and competency levels in the Empty Training Needs Analysis Template tab.
- Assess Training Priorities – Use the scoring system to determine high-priority training areas.
- Define Development Solutions – Identify whether training, coaching, mentoring, or job aids are the best intervention.
- Implement and Track Progress – Use the structured format to ensure continuous improvement and alignment with business goals.
Why This Template Stands Out?
- Comprehensive yet Simple – It breaks down training needs into goals, behaviors, skills, knowledge, and attitudes for a thorough evaluation.
- Scoring System for Prioritization – The 1–5 scale ensures training focus on high-impact areas.
- Built-in Recommendations – Helps determine if skill gaps can be solved with training or require alternative solutions like coaching or mentoring.
By using this Training Needs Analysis Template, organizations can make smarter training decisions, optimize workforce capabilities, and drive business success.
👉 Make a Copy of the Training Needs Analysis Template
Employee Training Statistics in the Philippines (For 2025)
Employee training is a cornerstone of organizational growth and success. It empowers workers with the skills they need to perform effectively and adapt to industry changes. Corporate training, in particular, plays a pivotal role in ensuring companies remain competitive and innovative in an evolving market.
Understanding employee training statistics helps organizations make informed decisions about resource allocation, program design, and long-term development strategies. This article delves into key trends and data surrounding employee training, with a specific focus on the Philippines and global insights.
Employee Training Statistics in the Philippines
The Philippines has made significant strides in employee training and vocational education. The Technical Education and Skills Development Authority (TESDA) is at the forefront, driving workforce development through its programs.
Labor Force Participation Rate: Technical and Vocational Education and Training (TVET) graduates have a labor force participation rate (LFPR) of 74.5%. Enterprise-based program graduates stand out with an LFPR of 89.1%. (Source: TESDA)
Employment Success: TESDA reports that 60.9% of TVET graduates are employed. Enterprise-based training programs achieve even higher employment rates at 83.1%. (Source: TESDA)
Investment in Training: Philippine establishments demonstrate their commitment to workforce growth by allocating significant annual budgets for job-related training. (Source: Philippine Statistics Authority)
Industry-Specific Focus: A study by the Philippine Institute for Development Studies highlights the need for targeted training programs in key industries such as construction, manufacturing, and tourism. (Source: PIDS)
Global Employee Training Statistics
Globally, the importance of corporate training continues to grow, with substantial investments made to enhance employee skills.
Global Training Expenditure: In 2019, worldwide spending on employee training reached $370.3 billion. North America led the charge with $169.4 billion. (Source: Research.com)
Training Budgets by Company Size: In 2020, large companies (10,000+ employees) in the United States spent an average of $22 million on training, up from $17.7 million in 2019. Mid-sized companies spent $900,000, and small businesses allocated $808,000. (Source: Think Impact)
eLearning Growth: Digital learning has seen a 75% increase in adoption since the pandemic, becoming a critical component of corporate training programs. (Source: Leoron)
Benefits of Corporate Training and Employee Development
Organizations that prioritize employee training reap measurable rewards. Corporate training programs address skill gaps, boost productivity, and improve employee satisfaction.
Increased Productivity: Employees who undergo regular training are better equipped to handle tasks efficiently, leading to higher organizational output. (Source: Philippine Star)
Employee Retention: According to recent data, 92% of employees feel that training programs improve their engagement and commitment to their organizations. (Source: MyShortlister)
Adaptability: Continuous training prepares employees to adapt to technological changes and new industry standards. This capability ensures businesses remain competitive in dynamic environments.
Challenges in Employee Training
Despite its benefits, implementing effective corporate training programs comes with challenges.
Budget Constraints: Limited financial resources can impact the scope and quality of training programs. (Source: Think Impact)
Technological Barriers: The shift to eLearning requires reliable internet and access to devices, which can pose challenges, particularly in regions with inadequate infrastructure. (Source: Leoron)
Industry Alignment: Ensuring that training content meets current industry needs requires constant evaluation and adjustment. (Source: PIDS)
The Future of Employee Training
The future of corporate training is digital, flexible, and personalized. Hybrid models combining in-person workshops with eLearning platforms are gaining traction. Advances in artificial intelligence and machine learning are expected to revolutionize training by offering tailored learning paths based on individual employee needs. Additionally, upskilling and reskilling initiatives will remain critical as industries embrace automation and digital transformation.
Organizations that invest in comprehensive training programs will be better positioned to attract and retain talent, drive innovation, and achieve sustainable growth. The growing emphasis on corporate training highlights its role as a strategic lever for success in an increasingly competitive market.
By leveraging insights from employee training statistics, businesses can craft effective strategies that address skill gaps, promote professional growth, and ensure a thriving workforce.
Unconscious Competence: Mastery Beyond Awareness
Unconscious competence, the final stage in the four levels of competence, represents the pinnacle of skill development.
At this stage, individuals perform tasks effortlessly and flawlessly without conscious thought. This level marks true mastery and sets itself apart from the earlier stages by its seamless and automatic execution of skills.
As a multi-industry entrepreneur, corporate trainer, and speaker, I aim to attain mastery through constant practice and effort in my career. Imagine performing tasks that feel effortless, as if you’ve been doing them for years and decades already—this makes unconscious competence worthy of learning about.
In this guide, we will explore unconscious competence and how it differs from the other levels of competence.
We will also discuss its applications in corporate training, leadership development, and enhancing workplace culture, focusing on developing soft skills.
Understanding the Four Levels of Competence
The Four Levels of Competence model is a framework for understanding how individuals acquire and develop skills. It consists of:
- Unconscious Incompetence: The individual does not know what they do not know.
- Conscious Incompetence: The individual recognizes their lack of knowledge or skill and begins to understand the need for learning.
- Conscious Competence: The individual can perform the skill, but requires effort and deliberate thought.
- Unconscious Competence: The individual performs the skill effortlessly, with mastery so ingrained that it feels natural.
While the earlier stages involve awareness and effort, unconscious competence is distinct because it is automatic and fluid. It signifies the internalization of skills to the point where they no longer require active mental engagement.
What Sets Unconscious Competence Apart
Unconscious competence is unique in several ways:
- Effortless Execution: Tasks are performed instinctively. For example, an experienced driver navigates traffic without consciously thinking about every gear shift or turn.
- Efficiency: Energy and mental resources are conserved, allowing the individual to focus on other tasks or challenges.
- Intuition: Decisions are made based on ingrained expertise rather than conscious analysis, which can accelerate problem-solving in dynamic situations.
- Transferability: Skills at this level often translate to related areas, broadening an individual’s capability.
This level of mastery is essential in areas that require split-second decisions or multitasking, such as leadership roles, problem-solving and decision-making, creative industries, and technical professions.
The Path to Unconscious Competence
Reaching unconscious competence is a progression that depends on consistent practice, feedback, and refinement. It is not merely about repetition but about deliberate practice, where individuals continuously challenge themselves to improve.
Key factors include:
- Deliberate Practice: Focused repetition with attention to improving weaknesses.
- Feedback Loops: Constructive criticism to fine-tune performance.
- Time and Experience: Gradual improvement over an extended period.
Unconscious competence requires a solid foundation built during earlier stages of learning. Most people skip the first three levels, making them vulnerable to not mastering the fourth level. You must create a solid foundation of the three levels to progress well in the fourth.
Individuals cannot transition into this effortless mastery without conscious competence, where deliberate thought and effort are applied.
Applications of Unconscious Competence in Corporate Training
Unconscious competence plays a critical role in corporate environments. Organizations aim to embed this expertise within their workforce to foster efficiency, adaptability, and innovation.
1. Enhancing Corporate Culture
A corporate culture that values unconscious competence emphasizes training and mentorship. It promotes:
- Skill Automation: Employees excel in their roles without excessive micromanagement.
- Peer Learning: Seasoned employees such as managers, supervisors, and directors serve as role models, demonstrating the ease and mastery of unconscious competence. We call this “leading by example.”
- Increased Collaboration: Teams with unconscious competence in soft skills, such as technical writing, communication, and empathy, work more harmoniously.
2. Leadership Development
Leadership requires a blend of technical knowledge and interpersonal skills. For leaders, unconscious competence means:
- Decisive Action: Making decisions quickly based on experience rather than analysis paralysis.
- Visionary Thinking: Leaders with mastered skills can focus on strategic goals instead of routine tasks.
- Role Modeling: Leaders demonstrate the mastery that inspires their teams.
Programs to develop leadership skills should emphasize transitioning participants to unconscious competence in areas like communication, conflict resolution, and decision-making. Learn why leadership training fails, invest in the best programs (and discover leadership training costs).
Here are a couple of actionable guides we wrote about leadership:
Building Soft Skills Through Unconscious Competence
Soft skills like communication, empathy, and teamwork are often undervalued in skill-building frameworks but are essential for workplace success. Achieving unconscious competence in soft skills transforms workplace interactions:
- Effective Communication: Individuals communicate clearly and adaptively without consciously strategizing.
- Emotional Intelligence: Empathy becomes second nature, enhancing relationships and reducing conflicts.
- Team Synergy: Teams function more cohesively when members have mastered collaboration and conflict resolution skills.
Corporate training programs must include consistent practice scenarios, role-playing, and feedback loops to ensure soft skills move beyond conscious competence.
Best Practices for Corporate Training
To foster unconscious competence, corporate training must be structured to support continuous learning and real-world application:
- Simulation-Based Training: Realistic scenarios enable employees to practice skills in a controlled environment.
- Microlearning Modules: Bite-sized, repetitive lessons ensure retention without overwhelming learners.
- Mentorship Programs: Experienced professionals guide less experienced employees, providing insights that accelerate mastery.
- Regular Assessments: Feedback mechanisms track progress and identify areas needing improvement.
By combining these approaches, organizations can help employees internalize skills, fostering unconscious competence at all workforce levels.
Challenges in Reaching Unconscious Competence
Despite its benefits, achieving unconscious competence can be challenging. Common obstacles include:
- Complacency: Individuals may plateau, thinking they have mastered a skill prematurely.
- Overconfidence: Without regular reassessment, unconscious competence can lead to errors if the environment changes.
- Skill Decay: Without ongoing practice, mastery can diminish over time.
Organizations must counter these challenges by encouraging lifelong learning and promoting adaptability.
The Role of Technology in Facilitating Unconscious Competence
Technological tools have become instrumental in helping individuals reach unconscious competence. Examples include:
- AI-Based Feedback Tools: Provide instant analysis and recommendations for improvement.
- Gamified Learning Platforms: Motivate learners to practice consistently through rewards and challenges.
- Virtual Reality (VR) Training: Immersive experiences replicate real-world scenarios, accelerating skill internalization.
By integrating these technologies, businesses can enhance the effectiveness of their training programs.
Mastering Skills Beyond Awareness: The Key to Sustainable Success
Unconscious competence is the ultimate goal of skill development, where mastery becomes second nature. It sets itself apart from other stages of the competence model through its effortless execution and efficiency. For organizations, cultivating unconscious competence within their workforce is essential for building a thriving corporate culture, effective leadership, and cohesive teams.
Organizations can help individuals achieve unconscious competence through structured training programs, consistent practice, and technological support. This will create a more capable and confident workforce, enhance performance, and contribute to long-term success in any professional environment.
The Kirkpatrick Evaluation Model: A Guide to Training Evaluation
You can’t improve what you cannot measure. That’s why evaluating the effectiveness of training programs is essential for organizations seeking to enhance employee performance and achieve business goals.
The Kirkpatrick Evaluation Model is one of the most widely used frameworks. Developed by Dr. Donald Kirkpatrick in the 1950s, this model provides a structured approach to assess training programs at four distinct levels. It helps organizations understand how well training initiatives work and what can be improved based on insights and assessments. This has been used as a framework for training the trainers program to enhance in-house technical trainers.
In this guide, we’ll explore the key aspects of the Kirkpatrick Model, its four levels, practical examples, assessment strategies, and tips for effective implementation.
What Is the Kirkpatrick Evaluation Model?
The Kirkpatrick Model is a systematic framework for evaluating the effectiveness of training programs. It assesses training across four levels:
- Reaction: How participants feel about the training
- Learning: What knowledge or skills participants gained
- Behavior: How participants apply their learning on the job
- Results: The impact of the training on organizational outcomes.
Each level builds on the one before, offering a comprehensive view of the training’s success. Organizations use this model to measure immediate feedback, learning progress, practical application, and long-term outcomes.
The 4 Levels of Evaluation
1. Reaction
This level focuses on participants’ immediate responses to the training. It answers questions such as:
- Did participants enjoy the training?
- Was the material relevant to their job?
- Was the trainer effective?
How It’s Measured:
- Surveys or feedback forms filled out after the training.
- Questions on content quality, engagement, and trainer performance.
Example: After a customer service training session, participants complete a survey rating the usefulness of the course and the instructor's ability to explain concepts clearly.
Pro Tip: Make it a requirement that they answer surveys or feedback forms. For example, they could only get their certificates if they answered the forms.
2. Learning
This level evaluates the knowledge or skills participants gained during the training. It aims to determine if the training objectives were met.
How It’s Measured:
- Pre- and post-training assessments.
- Quizzes, tests, or practical exercises.
- Observing participant performance during training.
Example: Participants in a software training program complete a hands-on exercise at the end of the session to demonstrate their understanding of key features.
Pro Tip: Include assessments related to your corporate training topics in your handouts - so participants can easily understand that it’s part of the training to have this assessment.
3. Behavior
At this level, the focus shifts to how participants apply what they learned in their work environment. It examines whether the training has led to changes in behavior or skills usage on the job.
How It’s Measured:
- Manager or peer feedback on observed behavior changes.
- On-the-job evaluations or performance metrics.
- Follow-up surveys were conducted weeks or months after the training.
Example: An organization tracks whether employees who completed conflict resolution training use the taught techniques to handle disputes more effectively. This would involve having workshops and role-play sessions to apply what has been learned from the session immediately.
For instance, in my sales training program, we do a SEED selling role-playing activity to help participants apply my selling framework to their daily activities.
4. Results
The final level measures the broader impact of training on organizational objectives. It assesses whether the training contributed to business goals like increased productivity, higher customer satisfaction, or cost savings.
How It’s Measured:
- Key performance indicators (KPIs) before and after training.
- ROI analysis of the training program.
- Long-term business performance data.
Example: After a sales team undergoes training to improve closing techniques, the company observes a 15% increase in sales revenue in the following quarter.
This requires gathering data before the actual training delivery so you have a benchmark of the exact percentage you have to improve. Whether it’s a sales quota percentage, CSAT score, or any metric relevant to the skillset you’re training at, it is essential to measure it before the training and use it as a benchmark for improvement.
Applying the Kirkpatrick Model to Training Evaluation
Organizations often use the Kirkpatrick Model at various stages of the training process to ensure a comprehensive evaluation. Here’s how it can be applied:
1. Pre-Training
- Define clear learning objectives that align with organizational goals.
- Establish benchmarks for success at each of the four levels.
- Develop tools and methods for collecting feedback and assessing learning.
2. During Training
- Use real-time feedback tools like quick polls or quizzes to gauge participant engagement.
- Include activities like role-playing or group discussions to evaluate immediate learning.
- Ensure trainers monitor participant involvement and address questions promptly.
3. Post-Training
- Conduct follow-up assessments to measure knowledge retention.
- Gather feedback from managers to assess behavior changes in the workplace.
- Analyze business performance metrics to evaluate long-term results.
Strategies for Assessment and Tools
Implementing the Kirkpatrick Model effectively requires thoughtful planning and the right tools. Below are strategies for each level and recommended tools:
Level 1: Reaction
Strategies:
- Design concise feedback forms with specific questions.
- Include open-ended questions for qualitative feedback.
Tools:
- Google Forms, SurveyMonkey, or other survey tools.
Level 2: Learning
Strategies:
- Create pre- and post-tests aligned with learning objectives.
- Use practical exercises or scenarios for hands-on assessment.
Tools:
- Learning management systems (LMS) with built-in assessment features like Moodle or TalentLMS.
Level 3: Behavior
Strategies:
- Schedule follow-up evaluations with managers.
- Develop a checklist for observing behavioral changes.
Tools:
- 360-degree feedback tools or performance-tracking software like Workday.
Level 4: Results
Strategies:
- Compare KPIs from before and after the training program.
- Conduct cost-benefit analyses to measure ROI.
Tools:
- Business intelligence software like Tableau or Power BI.
Pro Tips for Implementing the Kirkpatrick Model
- Align Training Goals with Business Objectives: Identify specific business challenges and design the training to address them. Then, meet with key stakeholders to understand the business landscape and particular training needs. Finally, a training needs analysis must always be conducted before any training delivery.
- Gather Feedback Continuously: Collect data at multiple points (before, during, and after training) to ensure a comprehensive evaluation.
- Use SMART Metrics: Make evaluation metrics Specific, Measurable, Achievable, Relevant, and Time-bound.
- Engage Managers: Involve managers in observing behavior changes and providing feedback. Managers are usually the bottleneck for training (it's just a reality), so involve them early in the process.
- Leverage Technology: Use digital tools to automate surveys, assessments, and data collection.
- Report Insights Clearly: Present findings in a clear, actionable format to stakeholders, focusing on key outcomes and recommendations. If you’re a training manager, get feedback from your team on what to do and how to improve in-house training programs.
Maximizing Training Impact with the Kirkpatrick Model
The Kirkpatrick Evaluation Model provides a structured approach to measure training effectiveness across four levels. From gauging participant reactions to evaluating business results, this model helps organizations identify strengths and areas for improvement in their training programs.
Applying the strategies and tools outlined in this article can ensure that your training initiatives deliver meaningful results and drive organizational success.
70 20 10 Rule: How to Optimize It for Learning and Development
The 70-20-10 rule is a widely fundamental framework in learning and development (L&D). It is also the basis of my learning structure when I design corporate training programs and packages for our clients.
This rule defines the optimal mix of learning and sources for effective professional growth, especially for managers and leaders. It was developed in the 1980s by Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger at the Center for Creative Leadership.
In this guide, we’ll explore the 70-20-10 model, its components, and my practical insights on applying this for leadership development, with real-life examples so that you can visualize it yourself.
What Is the 70-20-10 Rule?
The 70-20-10 rule suggests that learning happens in three ways:
- 70% through experiential learning (on-the-job experiences)
- 20% through social learning (interactions with others)
- 10% through formal learning (structured courses and training)
While in real-life scenarios, you’ll find variations of this percentage, to be honest, but the principle remains the same. Not every learning and development comes from simply attending courses and training programs. Most active learning happens in on-the-job experiences and through coaching and mentoring (which has become a trend in talent development today).
The Three Components of the 70-20-10 Rule
70% Experiential Learning
Experiential learning focuses on learning by doing. It involves tackling real-life challenges, solving problems, and applying skills directly in the workplace. Employees apply what they have learned from formal and informal education to tackle daily work challenges in this type of learning.
Experiential learning is the most significant contributor to growth because it allows individuals to learn in a context relevant to their roles. Instead of simply acquiring knowledge, they learn, unlearn, and relearn by doing the task. Their knowledge is tested when they encounter obstacles to accomplishing it so they can find efficient and better ways to solve problems.
One of the best examples of experiential learning is leadership development. It covers these initiatives and skills assessments to learn and grow from work experiences.
Project Ownership: A manager leads a cross-functional team to execute a new initiative, learning project management and team dynamics. By having autonomy on the subject, the employee can own the decisions and outcomes arising from every task accomplished.
If you are a leader, one way to ensure your subordinates learn from their work is to inculcate project ownership. The more they make decisions and achieve wins, the more they want to accomplish.
Problem-Solving: For example, addressing workplace conflicts teaches communication and decision-making.
Most conflicts cannot be solved simply by attending a problem-solving and conflict-management seminar. However, it would help if the corporate trainer smoothly transitioned the session to discuss issues within teams openly.
In reality, this doesn’t happen in most cases. Conflicts get burned in the ground, which causes malfunctions in relationships, resulting in more miscommunication and inefficiency.
Stretch Assignments: For instance, a marketing professional might take on a sales role, gaining new insights and broadening their skill set.
Experiential learning becomes more apparent in new roles and projects. Since the newly trained professional doesn’t have practical experience with the new task, it makes sense that they would make more mistakes than in previous work/tasks/projects.
The coaching and mentoring hat (20% social learning) must be worn here. If the leader becomes more of a coach or mentor than a boss, the need for further refinement of skills that can only be achieved through constant practice will be better understood.
There are a couple more examples, but you should now understand how critical 70% of experiential learning is to learning and development.
20% Social Learning
Social learning happens through interaction and collaboration; for leaders, it refers to coaching and mentoring.
Through daily work interactions and professional relationships, it becomes simpler for professionals to gain knowledge and practical experience from others’ expertise and experiences.
To give you context, in leadership development, someone in a mentorship program looks like this: a junior manager learns leadership skills by shadowing a senior executive. Through actual observation of the real work, the junior manager understands the nuances and challenges of the new task.
Even during lunch breaks, the junior manager can learn additional information from his superior, further expanding his work knowledge.
A feedback culture is an example of social learning applied to leadership development. Team members provide constructive feedback during reviews, enabling individual growth.
Giving feedback can be formal or informal, as nowadays, most professionals are busy with their daily activities. Sometimes, it doesn’t fit into their schedules to have as frequent feedback sessions as it used to be.
You’ll find many managers giving feedback after an actual task. For instance, a sales manager giving direct feedback right after a presentation of his sales presentation with a prospective client. That feedback is more effective as the timing is right after a task is delivered, and more often than not, it is more retainable in the professional’s mind.
Topping it off as part of social learning in leadership development can help employees see improvement through the eyes of their peers, whether feedback from the same department or other departments.
Sharing best practices regarding what works in the company can be a good source of social learning. It is relevant to the employees' work and adds more value to the overall KPIs of the team or department being assessed.
10% Formal Learning
We couldn’t ignore the remaining 10% as it often matters.
Formal learning refers to structured training programs, workshops, or e-learning courses. While it contributes the least in percentage, it provides foundational knowledge that can be applied in practice.
When employees join a company, they typically undergo morning sessions to gain fundamental knowledge about their work, team, department, and company. This gives them a foundational understanding of why they do what they do and how they perform at work.
In the leadership development context we mentioned earlier, formal learning could be anything in corporate training, such as attending a leadership training workshop to learn about emotional intelligence, completing an online course on conflict resolution techniques, or simply participating in seminars on emerging industry trends.
All these can add to the employee's formal learning, which can further develop as they apply all these to their work. It’s about application, as we say and know.
Many multinational companies in the Philippines offer their employees a series of modules and structured formal learning. Conversely, startups have difficulty doing this, as they focus more on their operations and often neglect their talent development. In this case, outsourcing to the top corporate training providers is a more viable option.
How to Implement the 70-20-10 Model?
This section warrants a new post, as there are many things to do when implementing the 70-20-10 rule in learning and development. As such, giving you a start, this list gives you more actionable tips than any other guide on this subject.
1. Make Experiential Learning the Core (70%)
This applies to any company size, industry, and revenue. All employees need a solid experiential learning culture where they can see themselves growing inside the company. As most Gen Z will constantly reiterate during their interviews, this is essential for finding personal and professional growth in their companies.
Here are some tips to make experiential learning part of your systems in your talent development:
- Assign employees challenging projects that align with business goals to develop hands-on problem-solving skills.
- Rotate employees through different roles or departments to broaden their skill sets and perspectives.
- Incorporate on-the-job training for real-time learning in high-impact scenarios.
2. Foster Social Learning Opportunities (20%)
This tip is easier said than done, as it depends mainly on the team and company's culture and how the management manifests and leads by example in ensuring employees capitalize on learning opportunities.
Best practices in fostering social learning opportunities include:
- Pair employees with mentors to provide guidance and real-world insights.
- Host regular peer-learning forums or cross-department workshops to share knowledge.
- Encourage feedback loops during team meetings to integrate learning into daily operations.
3. Deliver High-Impact Formal Training (10%)
This is what Rainmakers, as a corporate training provider, specializes in. We deliver high-impact corporate training programs to clients of different sizes in teams, organizational structure, and training needs.
Whether you want to do it in-house or outsource, corporate training programs must have any of these - you can do as action plans for your teams as well:
- Create short, targeted workshops or online modules addressing specific competency gaps.
- Tailor learning materials to align with immediate organizational priorities and goals.
- Integrate post-training follow-ups to connect concepts to workplace practices.
You can check out our guides on how to conduct leadership training, its cost and pricing models, and the best leadership training programs in the Philippines.
4. Blend the Learning Methods
You won’t often find a single learning method in practice. So, blending all these methods and rules will be helpful in many of the observations for learning and development.
Few tips on how to do it:
- Start with structured training and apply new skills in workplace challenges (70%).
- Reinforce training outcomes by assigning mentors or facilitating group discussions (20%).
- Encourage employees to document and share key takeaways from their experiential learning.
5. Continuously Monitor and Adjust
You can only ensure the effectiveness of an activity if you measure it so you can continuously adjust for more improvements. Here are some things you can do to adjust the learning initiatives:
- Track progress using measurable outcomes like skill improvements or project success rates.
- Collect feedback from participants and mentors to refine learning approaches.
- Regularly evaluate the alignment of learning initiatives with business goals to ensure
Optimize Learning and Development
We are at an age where not learning is costly for companies and individuals. Using the rule we have - 70-20-10 and other fundamentals and trends in learning and development helps us better optimize our learning and development interventions in companies.
Organizations can create programs that drive measurable results by focusing on experiential, social, and formal learning in the proper proportions. Strengthening the synergy between these components ensures maximum impact, helping individuals and teams grow effectively.
Adopting the 70-20-10 model requires intentionality and commitment. However, proper implementation can transform how organizations approach employee development, paving the way for long-term success.