10 Ways to Maximize the
Impact of Training
By Ron KaufmanTraining your staff is an essential
investment in today's changing and competitive
environment. But just sending staff to attend
training programs is not enough. You can maximize
the impact of your investment by following these
key guidelines for management and staff
interaction "before",
"during" and "after" the
training program.
Before the Training Program:
- Review with staff why they
were selected for the program and discuss
anticipated benefits for the
organization. This shifts their
perspective from purely personal, "I
am going to attend a training", to
personal and organizational, "The
organization is making an investment so I
can attend a training. The purpose of
this investment is to help me upgrade my
skills so that our organization becomes
even more competitive and
productive."
- Ask participants to talk
about how they might benefit from the
program. Where do they see opportunities
for improvement in their own skills
and/or behavior?
- Discuss and obtain
agreement from your staff on their
punctuality, attendance and participation
in the training program.
- Redistribute participants'
workload during their absence so they do
not return to a mountain of pending
matters. This helps participants keep
their minds focused on the course.
- If sending more than one
participant, create a "buddy
system" before they go. Buddy teams
can ensure that both participants get
maximum value and understanding from the
training.
During the Training Program:
- If the course is more than
one day long, have participants brief
their managers as the course progresses.
This can take the form of a short
face-to-face meeting, a telephone call at
the end of the day, or a summary fax
written and sent overnight.
Participants should identify what
material was covered during the day, what
new learning occurred, and what value
they see in applying this learning back
at work.
- Discuss any ambiguities or
uncertainties that arise. Help
participants identify examples of
learning points in application on the
job. Help formulate clarifying questions
for participants to bring back to the
course instructor on the following day.
- If there are interim
assignments to complete, engage others
who are not attending the course in
discussions and deliberations. This
brings the learning experience back into
the office, building internal an support
network for during and after the
training.
After the Training Program:
- Meet with course
participants to review:
- What were the most
valuable learnings from this
program?
- What will you do
differently now at work? in which
situations?
- When will you
begin or try this new approach?
- What suggestions
do you have to improve or
customize the course?
- Who else should
attend this particular training
program?
- Discuss organizational
improvement based upon the participants'
new learning. Be willing to implement new
suggestions on a trial basis with
participants involved in tracking and
implementation.
Brought to
you by: World Wide Information Outlet - http://certificate.net/wwio/, your source of
FREEWare Content online.
Ron Kaufman is a leading author,
trainer and keynote speaker in the fields of
improving Service Quality and implementing
Customer Focus. Based in Singapore, Ron's clients
include many of the Fortune 100 companies, plus
government agencies and associations around the
world.
More ideas,
techniques, articles and information are
available, FREE, on the website: http://www.ronkaufman.com
RON KAUFMAN -
Active Learning!
P.O. Box 693, Marine Parade
Singapore 914407, Republic of Singapore
Tel: 65-441-2760 Fax: 65-444-8292
E-mail: rkaufman@singnet.com.sg
http://www.ronkaufman.com
Copyright,
MCMXCVII, Ron Kaufman.
|