Feeds:
Posts
Comments

Archive for the ‘Training’ Category

The good news (sort of): Just about anyone can shoot video these days.

The bad news: It’s that much more difficult to figure out who can do a GREAT job for your company.

The best news: Impactiviti has the right vendor/partners for you!

video production pharmaceutical training

When you need an experienced and creative outsource partner for video production, reach out to us here at Impactiviti (phone: 973-947-7429; email: stevew@impactiviti.com). We’ll make the right referral that leads to the right results!

—–

Also: Facing complex, multi-faceted projects without sufficient resources in-house? You need a provider who can Bring Order out of Chaos

Read Full Post »

Training Program Overload

I sometimes marvel at the number and diversity of training programs that commercial life sciences professionals are exposed to.

Waterfall OprylandSituational Leadership. DISC. Crucial Conversations. Coaching Skills. Selling this. Influence without Authority that. The list, the acronyms, go on and on – as do all the outlined steps and principles contained in each program.

Can anybody really remember all that stuff – let alone apply it in the moment of need?

Or are we overloaded with training program flavor-of-the-month?

As someone who makes recommendations of training programs to my life sciences clients, I seriously do wonder about this. And I wonder how you – people in the life sciences training community (trainers and vendors) – feel about this as well.

Are we so overloaded with information that we become constipated at the point of interaction?

Please share your experience in the comments. How do you, and your colleagues, deal with remembering, and synthesizing, and applying all these programs? Are there strategies you have found to help with the overload?

Read Full Post »

How many of your training managers actually have some kind of background in operations – or, have been trained in how to manage vendors and projects?

If your department is like that of most life science companies, the answer probably lies between few and none. Why? Well, trainers are typically assigned out of Sales, not Operations.

But managing projects requires a new skill set, and without it, expensive failures regularly occur during a training rotation (and beyond).

Being shoved into the deep end of the pool is one way to learn to swim. But a one-day workshop is all that’s needed to impart the core principles and basic practices leading to successful project management.

In one minute, here’s an explanation of the key value of this workshop:

Impactiviti and LTEN sponsor these workshops for life sciences member companies. All the details are right here. Sign your trainers up now while there is still room!

Read Full Post »

According to the Myers-Briggs Personality Type Indicator, I’d be classified as an INTJ. Or maybe ISTJ. Could depend on the day.

The Myers-Briggs classification format is widely used in our industry (and many others), but is it really worthwhile? According to this article with a rather provocative title (Why the Myers-Briggs Test is Totally Meaningless), the entire scheme is questionable. I’d encourage you to read the entire article.

INTJ

Today, I want to focus on one question: is the Myers-Briggs test a good tool for predicting career success – or, for that matter, helping shape career choices?

I am actually a big fan of profiling – mapping out one’s makeup and tendencies and abilities (I often use the terms personal/professional DNA, or internal wiring) to try to see where a person can ideally “fit” career-wise.

But I think a personality test – whether or not it’s resting on a valid foundation – has limits. Because a truer indicator of success is a performance test.

What are you actually good at doing? What does your track record of work indicate is your professional “sweet spot“?

Some of our traits are hard-wired (I, for instance, am an introvert) but can be managed and behaviorally-modified over time (I am an outgoing networker). Looking strictly at my Myers-Briggs personality type, I’m a very unlikely entrepreneur – but there’s more to us than 4 letters and 16 boxes.

We each have unique gifts. We have special (and cultivated) abilities. We act in ways that succeed or fail. We perform, sometimes well beyond what one might expect out of an arrangement of our profile descriptions.

I’ve talked to an amazing array of successful sales people, some of whom are analytical introverts, others of whom are outgoing relationship-sparking wizards. They’ve succeeded by using their abilities, and as they’ve moved into new roles, it becomes evident (sometimes painfully so) where their best competencies truly are.

Performance joined to personality tells the story.

What are your feelings about Myers-Briggs and other such approaches? Helpful? Bogus? Share your insights in the comments!

Read Full Post »

It was over a year in the making. The re-branding/re-naming of SPBT (the Society of Pharmaceutical and Biotech Trainers) has finally come to pass!

Though the decision was made on the new identity 6 months ago, the annual conference in Dallas last week was the format for “the big reveal.”

Welcome LTEN – the Life Sciences Trainers and Educators Network. A more inclusive name for the more diverse population of learning professionals (including pharma, biotech, medical devices, and diagnostics) that now make up the organization.

As a branding guy, I like it. The name has flexibility. The acronym is simple. The new look is modern. This was a major win (kudos to the LTEN staff and board for the successful re-launch)!

LTEN

LTEN sjovallAnd, it was only slightly disconcerting to have LTEN President John Sjovall march out on stage in a Roman gladiator get-up…!

Over 18 years, I have seen the organization evolve, from its roots as NSPST (National Society of Pharmaceutical Sales Trainers), to the present day as LTEN. And every year, the annual gathering is a highlight of my spring schedule.

The conference this year was held at the Gaylord Texan, a mega-hotel/destination in Grapevine, TX. The vast Gaylord properties can be a little overwhelming, but the facility and the LTEN staff did an excellent job with signage and traffic flow. It was a good choice of venue – especially because there was BBQ (more on that later). Next year’s event will be in the Phoenix area – the first time there in recent memory.

LTEN Gaylord

There was an interesting mix of keynotes. Amy Cuddy opened up the conference with a talk on, for lack of a better term, “power posing” – how the way we carry ourselves physically impacts, not only how others perceive ourselves, but how we feel internally. This was an OK session, though I didn’t feel the theme was uniquely targeted to our particular audience (there was a lot of power-posing going on during the week, however!) On the other hand, double-amputee model and athlete Aimee Mullins had a pretty inspirational story about not viewing disabilities as disabilities at all. Many seemed moved by her message and example. She’s a good public speaker, though with room for improvement on liveliness.

LTEN power

(feeling the Power!)

When Dr. David Rock got up to speak, about Neuroleadership (aspects of brain science on how we learn and lead), one of the people at my table confessed that she was a David Rock groupie after hearing him previously (confession: I tend to snort at becoming groupies of anyone or anything). I then proceeded to become a David Rock groupie after an hour of mind-expanding neuro-psych-analysis. I’ll bet some others were less enamored, but as a college psych major and highly analytical thinker, I was totally energized! The conference keynotes closed with my friend Dr. Karl Kapp (a professor of Instructional Technology) not only talking about gamification, but delivering a thoroughly gamified session – really well done. Karl’s a smart guy.

One interesting twist this year was a series of 3 EdTalks – 18-minute sessions on more limited topics. Other innovations included a much more robust conference app (including a photo game called Play Click), learning stations in the exhibit hall, Dine Arounds (and other networking activities), and early morning fitness opportunties. The fresh thinking that Executive Director Kevin Kruse and his talented staff have been putting into the conference over the past few years really bore fruit in 2014 – I had the sense that we have finally attained a major re-boot in the conference and the organization.

I had the pleasure of co-leading a workshop on Career Choices with the engaging and deeply-experienced Jerry Clor – there is always plenty of professional introspection occuring about staying within pharma, or going out to the “dark side” (vendor community) – we tried to provide some advice and pros/cons about the various options. There were many good workshops – quality is always variable – with occasional photobombers present (thanks, Sue!).

LTEN photobomb

The feedback I was getting from exhibitors was actually quite positive this year, especially regarding the quality of interactions with attendees. The ongoing tweaks to workshop scheduling has led to some very nice, extended times in the exhibit hall. I was disappointed to see that the size and number of booths continues to shrink somewhat, and LTEN has some work ahead to convince past, present, and new exhibitors that setting up a booth at this annual conference is a good return on investment.

One of my favorite aspects of the conference, not surprisingly, is the networking – over meals, after sessions, in the exhibit hall, and during evening events. Getting caught up with folks I’ve known for many years - and always meeting new people -is the chief reason I attend. Many attendees who knew that my family is about to move from NJ to Nashville expressed incredible support and gladness for us – maybe even a bit of jealousy – and this really lifted my heart. My Impactiviti services (consulting and workshop facilitation and client-vendor matchmaking and clarity therapy) won’t change at all; but now, when you make trips to Nashville for business or pleasure, you’ll have someone you can turn to for coffee, or advice. Or BBQ.

Which brings me to the last point. BBQ. Specifically, Bill Lycett‘s suggestion that we try out Hard Eight barbecue pit a few miles away. Bob Holliday, Bill, and I waddled out of there stuffed to the gills with some top-shelf Texas BBQ. I wanted to bottle the aromatic smoky air and take it home with me as a souvenir of a very enjoyable LTEN conference experience (let’s hope Phoenix has something comparable…)!

LTEN BBQ

All in all, a very enjoyable week. The LTEN staff and volunteers were a pleasure to interact with, as always. Looking forward to years of steady progress ahead with this re-energized organization!

Read Full Post »

I’ve made the case in the past that one of the secret ingredients missing in most training organizations is having someone in place to head up Operations.

And a big piece of that is bringing on real project managers (not just rotational sales trainers thrown into the lion’s den of managing projects).

Here’s a good start - Takeda’s recent posting for a project management position:

Takeda PM job

If every biopharma training dept. had the right kind of person occupying a role like this, I guarantee that the savings realized would far exceed the salary expended.

Read Full Post »

In a word: Operations.

I was speaking with a Sales Training Director in a major biotech company recently, and he put me in contact with someone in the department who is heading up things like project management, vendor management, instructional design, internal processes, and the like.

We hit it off immediately. Because we could speak each others’ language.

There are a relatively few of my life sciences clients who have hired someone with operations experience to “run” the nuts and bolts of the department. When this position is put in place, it makes a world of difference.

operations

Here’s why: most people in the training department come out of field sales. Sales is a very different world from operations, and many training managers struggle with newly-assigned project management responsibilities. Operational thinking may not be in their personal wiring, and the skills required are often not trained during on-boarding.

Result: floundering. Inefficiency. And then, since many of these training positions are rotational, a solid and consistent base of operations experience never truly develops in the department.

This is why I’ve advised many clients to create a permanent (not rotational) position to head up project and vendor management, contract negotiation, RFP process, and instructional design/technical standards. Typically, this is not going to be someone from the sales force – there’s a different knowledge base and skill set required.

I would contend that the money saved by more effective processes will probably be at least double or triple the salary expended in the first year alone.

And when new training managers are given project tasks, they now have experienced help to shepherd them through the unfamiliar responsibilities, instead of just floundering in the deep end of the pool.

Look, I really enjoy my work here at Impactiviti doing vendor/project management workshops and providing related advisory services. But some of what I do really needs to be transitioned to an internal resource – a go-to operations person in the department. I’d be happy to talk further with any of my pharma/biotech clients about how to build a stronger internal system for training operations.

Related Post: Doing Digital Learning – The TWO People You Need

—–

Image courtesy of jscreationzs / FreeDigitalPhotos.net

Read Full Post »

Older Posts »

Follow

Get every new post delivered to your Inbox.

Join 29 other followers