Has Your Training Failed to Change Workplace Behaviours or Improve Results?
Training must have a positive business impact but that’s often not the case. One of the main causes of this is that training doesn’t relate with the learner or include continued support to transfer new skills to the workplace. If the training and development does not result in changed workplace behaviours or sustainable results, investment is simply wasted. Our experience shows that most learners leave the training session wanting to have a go, but often as soon as they leave, life takes over or they try something new but find it didn’t work first time and revert to their comfort zone; the way they’ve always done it.
So, how do you prevent this and create training that has a positive business impact?
Firstly, ensure it is designed with the business strategy and company culture in mind, to help learners understand “what’s in it for me?” (WIIFM?) and approach training with a positive mindset.
This approach needs to consider the whole learning journey – i.e. one that considers the pre, during and post-training. We talk through why:
Pre
Team members need to have bought into the benefits of the training, so it’s important to get the ‘pre’ bit right, in order for them to have the best opportunity to hit the ground running during the training programme. This can take the form of a line manager briefing or pre-engagement piece to think about how the principles, techniques and skills will be applied and relevant to their role.
During
For training to be effective, the fundamentals of training design need to be followed, this means taking time to understand the company’s culture and processes, to make sure content is relevant to the learner. To do this; any models, theories and principles can be applied to their market conditions and customers.
Post
One of the questions we’re often faced with is “how are you going to ensure learners implement this change in the workplace?” Recognising the importance of learners being able to go back into the workplace and apply what they’ve learnt confidently and effectively we implemented the 1-7-30 effect®, to create touchpoints after the event and reinforce learning.
It’s important to recognise that different solutions work for different companies, we’ve spoken with our trainers to offer three tips that will help to support learning in your workplace:
- PRE: Communicate a clear purpose
- To instigate a successful training programme, a clear and consistent purpose should be communicated, including to line managers(!), to engage, motivate and encourage teams to build and sustain positive change.
- DURING: Utilise relevant learner methods
- There’s a wide range of learning styles and capabilities, it’s important therefore that training recognises this. There’s a great range of methods to choose from; face-to-face, online, work-based, and many more!
- POST: Plan methods to coach & reinforce learning
- Follow-up and coaching is known to increase performance. In fact, research suggests that we retain as little as 40% of information within just a few days! This in itself demonstrates the importance of supporting learners from within the business after any learning.
If you’re interested in how KSA can support your company, contact us.
