I was recently interviewed by a trade magazine- the question/topic was one of my favorites - “What makes training stick?” Of course, I have a gazillion answers and only a few came to life in the 300 word limit of the article... So here’s the unabridged version:
My premise is
~ training is the right solution for the identified problem (needs, problem, and task analyses have been completed)
~ the training program utilizes a strong instructional design, with a focus on the task and not the content
~ the Training Transfer Cycle is the foundation for every lesson (Opening -> Learn & Do- > Closing)
~ the training environment is conducive to learning (fun, interesting, appropriately challenging, collaborative, supportive)
~ each aspect of the training program is tied to Kirkpatrick’s Levels of Evaluation
~ the quality of attendance at training programs and performance back at the job are a part of the existing performance appraisal system
With all these pieces in place, let’s talk about my vision of what makes training stick; it’s easy as PIE!
Prepare
Send Prework
Welcome letter: naming and describing the training program, listing of program objectives, setting expectations, and introducing yourself (and your expertise in the topic)
Develop Fieldwork
An inventory or an interesting article-something brief, relevant, and very interesting
Create a conducive training environment
Arange tables and chairs for collaorative activities, use wall charts with key concepts, have lot sof learning toys
Implement
Develop a partnership with the participants
Support their work, yet make them do the work (you already know it!)
Use Accelerated Learning techniques to engage learners
Provide an overview of the session, some high-level details about the content, provide opportunities to learn new content and to practice with the new knowledge, and practices
Encourage collaboration
Set the tone and use the knowledge and experiences of the group members
Evaluate
Provide “kudos and constructive feedback”
Give participants feedback about their work during the practice activities
Ask for reflective comments and evaluative remarks from participants
Inquire about their experiences with the content and activities (at the end of every day and at the end of the training program)
Send additional information and/or materials to participants
Keep in contact after the training program (or create a section of a website or intranet) to share resources, based on their feedback
Assess level of implementation of new k,s,a’s (knowledge, skills and attitudes)
Check in with learners and managers three to six weeks after the program; provide (or arrange for) coaching as necessary
Determine return on investment of training program initiative
Share information/impact of the training program with participants
Wow! Looks rather simple and straightforward on “paper”-what do you think?
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