Here are the second five of our Ten Tips on how to stack the cards in favour of successful learning transfer.
Of course the participant has some responsibility in playing their part to ensure their own performance improves but these Ten Tips are what we believe we can do as trainers to help the process.
1. Follow up and embed the learning after the training event:
Set this up as part of the programme. Organise a conference call or a webinar to answer any questions. Follow up with further workshops or go and observe the participants trying out their new skill. Develop a simple podcast that you can send out to encourage performance improvement. Create an e-learning package which extends the learning and encourages responsibility for change.
2. Ensure there is a coaching conversation:
This could be conducted by the trainer, an HR person, a colleague or ideally the manager. This makes a big difference and doesn’t take much time to do. Ideally there will be a coaching conversation both before and after the programme. If managers have not received coaching training, encourage them to ask key questions such as ‘What were the three things you found most useful?’, ‘What are you going to commit to within the next month that will make a difference to your work performance?’, ‘How can I help you now that you know so much more?’
3. Ensure there is a way to spread good news:
Identify success stories amongst the participants and make sure the rest of the group gets to hear about them. Identify a system, perhaps an intranet, where they can be both recorded and celebrated.
4. Identify organisational benefits to training:
Spread the word around the firm’s leadership and make sure that the right people get to identify what has happened or changed as the results of the training. Start a crusade to demonstrate how the training budget is producing great results for the business.
5. Be flexible:
Whatever you decide to do is not going to work for every programme or indeed every organisation if you move roles or if you are an external consultant. The mistake is to believe that you have found the magic pill that will work everywhere and anywhere you go. This is an illusion. It is better to be flexible and identify what will work depending on subject matter, manager capability and workplace environment.
If you missed the first five of our Ten Tips have a look at Ten Tips to Aid Learning Transfer Part 1 . We hope these help you to deliver training that really has impact.
If you have anything to add to our list or would like to comment we would love to hear from you in the comments box below.