Informing Team Members - hdbk10860024

DOE-HDBK-1086-95

session and a daily session schedule are included in Addendum A, Checklist

of Coordinator Steps to Prepare for Table-Top Training Design Process.

Informing Team Members. At this point, the coordinator should have defined

4.6.9

the job, identified potential sources of team members, and determined the

criteria to be used in the selection of members. Two other major tasks must

be carried out before the TTTD session: (a) contacting the organizations that

have the type of expert workers needed, and (b) contacting the prospective

team members.

A coordinator may be hesitant about contacting organizational management

to ask if they are willing to participate in the TTTD session by releasing one or

more of their best workers for two to three days. However, management will

gladly participate in the process when they know that the effort will be

worthwhile.

An important aspect of contacting the organizational management required for

the TTTD session is to stress how the organization's expertise is needed to

update or establish a training program. The coordinator should assure the

organizational management that the process will not be successful without

the help of the organization's experts.

When possible, it is important for coordinators to make an appointment to visit

the necessary managers to explain the TTTD process and to request their

cooperation in nominating and releasing one or more workers. During the visit

with the organization, the coordinator should be prepared to explain the TTTD

process, how the results will be used, and the qualifications of the worker or

supervisor needed. A one- or two-page written explanation and sample TTTD

products to leave with the organizational management can be very helpful.

The best way to obtain team members for a TTTD team is to meet personally

with each nominee, as arranged through the organizational management, thirty

to sixty days in advance of the session. If there is sufficient time, this one-on-

one technique elicits the best results.

Prospective team members may hesitate to make commitments to a new or

different experience. The TTTD coordinator should explain the member's role

in the process. Prospective members should be told what to expect from the

TTTD session and that support from management for their involvement has

been secured.

During the explanation, the coordinator should stress the importance of the full-

time commitment to the session. Each team member should be present and

participate in all portions of the session. Coordinators should not ask someone

to be a team member if they are obviously not interested in the activity. Such a

person probably will not be a major contributor to the process and may even be

detrimental to its success.