“Attending a training event can be a powerful (or costly) activity that should reap huge rewards for the learner, the manager, the business and the organisation.”
Powerful because training events create the opportunity for
a) Individuals to develop their skills and knowledge through meeting with colleagues/peers who are on a similar journey to themselves; sharing their experiences/best practices/knowledge whilst going through carefully planned activities aimed at improving knowledge, skill and confidence all in the safety of a neutral, learning centered environment supported by a learning and development specialist.
b) Individuals to become more engaged, motivated and therefore more effective as a result of the development time they have received
Colleague – Time away from the business means less time for the individual to do the work required to achieve their goals and ambitions
Team – A colleague away from the business means 1 less team member to support the team’s objectives.
Long term: If there is no support to recognise/develop the learning in the workplace you may see
a) No change – Revert to old habits
b) Disbelief in the effectiveness of training
c) Disengagement, poor EOS results
Harnessing the power of training makes sense but how? 3 simple steps are listed below
1) Hold an informal pre-training meeting
The pre-training meeting plays an essential role to both yourself and your colleague. It allows both parties to
a) Clarify the colleagues’ objectives
b) Create and agree an embedding process to support learning moving forward
c) Schedule a post-training meeting to debrief the learns
2) Hold an informal post-training meeting to debrief your colleague: The debrief process is an essential post workshop activity which has 3 key advantages
a) It supports the embedding and retention of learning. When an individual explains; describes or demonstrates the knowledge/skill gained 3-7 days after the event, memory (retention of skill/knowledge) is improved. This improved memory increases the likelihood of long term application of learning
b) It allows both parties to ascertain whether the event met the colleagues’ objectives and expectations.
c) Starts the agreed support process creating clarity, trust and engagement.
3) Enable and support the agreed embedding activities to take place.
Embedding activities are the essential 3rd piece to learning and have 3 key advantages
a) Change – Applying the learned knowledge/skill with structured and supported focus in the workplace further embeds the knowledge/skill greatly assisting in making this the habit. Please note – Structured and supported process is a key principal to the success of this piece
b) Clarity – As a line manager enabling and supporting the embedding activities provides you with first hand view of what learning has taken place.
c) Engagement – Follow up and follow through of agreed support engenders engagement and motivation. Please note – The level of this is dependant on the style and focus of the learning solution
There you have it!
Three steps to harnessing the power of training.
Three steps to improving engagement and motivation
Three steps to improving performance