Making Training Stick

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Is training worth the investment?

When we launched Learning BITES back in 2016 this was the question we tackled and touched on the topic of making training stick to be effective and see an ROI.

After as I enter my 10th year of full time training I have given further thought around the long term impact and would love your comments and insights:

1) Cascade training is something we encourage on every session we deliver. Getting people to share what the training was about, what they took from it and what action they believe they and/or the team need to take is effective way to ensure people look for actions that can be applied.

2) Accountability make a difference. Involving team leaders in the pre and post training discussion increase their buy-in and adds valuable insight. Team leaders can:

a) write up what areas they believe the training can be applied to

b) the current state of the area

c) the expected/desired state if the training is 100% successful and then

d) a follow up in 1-2 months post training to see what was implemented and the impact to the organisation

3) Send a survey out pre and post training (using something like survey monkey) asking team members/clients/organisations to rate you/themselves on some key metrics and identify improvements

4) Ask for written testimonials from participants - - their willingness to do this and the points they raise will show the current attitude towards the training

5) Create 'champions' and give them some additional training. When the champions are well trained the training is more likely to be effective. (Tip: It is better to keep champion training to short time blocks to minimise effect of having these team members away from the workforce.)

6) Measure the training impact and effectiveness. Some additional thoughts:

Do you currently have an "Gauge" for office tempo? - https://www.officevibe.com/  is a programme some of my clients use to great effect.

In line with Donald L Kirkpatrick’s "Four steps to measuring training effectiveness” - (This model uses four separate stages for the evaluation of the effectiveness of a training program being: Reaction; Learning; Behaviour; Results - As above we gather feedback at the end of each training session; encourage "Cascade Training" after each session; Incorporate individual actions into peer accountability, management feedback, reporting and reviews and measure customer feedback. )

Measure customer satisfaction as this is the ultimate key driver  (NPS scores; surveys; call backs after service delivery)

Measure key metrics - what really important factors does your business hinge on - e.g  response time, DIFOTIS, return rate?

(Share this information across the whole team)

Do team member personal development plans and measure their progress.

Do a departmental skills matrix.

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Measurement is one of the most important factors in leadership, management and exceptional team performance. "You can only manage what you measure" is an oft used quote but there is more than just measurement:

- You have to measure the right things

- You have to share and feedback the information - speed of feedback and willingness to receive it is vital

- You have to reward what you want more of - "What gets rewarded gets repeated!"

How do you let your team know they are winning?

Here's to your success!

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