D353
WGU D353 Task 3 With Complete Solutions 2025/2026
Latest Update
A1)
The organization’s floor agents can use training and development to advance their careers
within the organization by discussing with their manager their long term goals. From there, the
management team can reference the company’s training and development plan so they can
provide the proper information to their team. Once this conversation happens and a plan has been
determined, it will be up to the floor agents to follow the plan and continue to meet with their
managers to discuss their progress and anything that could be improved upon.
A2)
The organization can use their core values to identify the traits they want in their
management team and reference these when looking for potential managers. The other thing they
can look at is if any floor agents are going above and beyond what is required of them, and if
they are a leader at their store without having a management title. These qualities are not easily
taught, and can be seen being done differently depending on the individual. The current
management team should talk with any employees that are showing potential and put them on a
formal leadership development plan. The employee’s progress can be documented under the
employee’s training and development plan in the company’s HRIS.
A3)
Training and development can be used to help floor agents map a specific, desired career path by
connecting the floor agents to the management team in the department they would eventually
, like to move to. Both the floor sales manager and the manager from said department can use
training and development resources on the company website, and can then develop a formal plan
for the team member to eventually get to where they want to be. How quickly this happens will
depend upon the individual’s work ethic, leadership abilities, education and prior experience.
B1)
How a trainer communicates with their trainee is very impactful to the training process. If
a trainer has a disagreeable personality or is too severe on their trainee, it will hinder their
progress. On the other hand, if a trainer is friendly, understanding, patient and provides positive
feedback, it fosters an excellent learning environment for their trainee. Conflict tends to arise
when communication is poor, so it is essential to the process that the trainer communicates
effectively. Some ways the trainer can use nonverbal communication to communicate positively
with their trainer is to give a thumbs up with a smile, or to pat them on the back. Another way to
mitigate conflict is to use a method found in improvisational communication. “More companies
are bringing in improvisational trainers to help their employees apply the concept of “Yes, and . .
.” to their daily work. “Yes, and . . .” is the concept whereby we accept what our negotiating or
communication partner gives us and build on that to create synergy and greater collaboration. ”
(Berkley, 2019) Applying this concept will validate what the person said, even if your view
happens to disagree with them. This validation is important because without it, people will not
feel like they’ve been heard, or even feel disrespected, which does not foster a supportive
learning environment.
B2)
Trust and communication will benefit the training program because they create a positive
learning environment. Trust is important because without it, how is the trainee supposed to
WGU D353 Task 3 With Complete Solutions 2025/2026
Latest Update
A1)
The organization’s floor agents can use training and development to advance their careers
within the organization by discussing with their manager their long term goals. From there, the
management team can reference the company’s training and development plan so they can
provide the proper information to their team. Once this conversation happens and a plan has been
determined, it will be up to the floor agents to follow the plan and continue to meet with their
managers to discuss their progress and anything that could be improved upon.
A2)
The organization can use their core values to identify the traits they want in their
management team and reference these when looking for potential managers. The other thing they
can look at is if any floor agents are going above and beyond what is required of them, and if
they are a leader at their store without having a management title. These qualities are not easily
taught, and can be seen being done differently depending on the individual. The current
management team should talk with any employees that are showing potential and put them on a
formal leadership development plan. The employee’s progress can be documented under the
employee’s training and development plan in the company’s HRIS.
A3)
Training and development can be used to help floor agents map a specific, desired career path by
connecting the floor agents to the management team in the department they would eventually
, like to move to. Both the floor sales manager and the manager from said department can use
training and development resources on the company website, and can then develop a formal plan
for the team member to eventually get to where they want to be. How quickly this happens will
depend upon the individual’s work ethic, leadership abilities, education and prior experience.
B1)
How a trainer communicates with their trainee is very impactful to the training process. If
a trainer has a disagreeable personality or is too severe on their trainee, it will hinder their
progress. On the other hand, if a trainer is friendly, understanding, patient and provides positive
feedback, it fosters an excellent learning environment for their trainee. Conflict tends to arise
when communication is poor, so it is essential to the process that the trainer communicates
effectively. Some ways the trainer can use nonverbal communication to communicate positively
with their trainer is to give a thumbs up with a smile, or to pat them on the back. Another way to
mitigate conflict is to use a method found in improvisational communication. “More companies
are bringing in improvisational trainers to help their employees apply the concept of “Yes, and . .
.” to their daily work. “Yes, and . . .” is the concept whereby we accept what our negotiating or
communication partner gives us and build on that to create synergy and greater collaboration. ”
(Berkley, 2019) Applying this concept will validate what the person said, even if your view
happens to disagree with them. This validation is important because without it, people will not
feel like they’ve been heard, or even feel disrespected, which does not foster a supportive
learning environment.
B2)
Trust and communication will benefit the training program because they create a positive
learning environment. Trust is important because without it, how is the trainee supposed to
