Getting training and development programmes right is critical. In my corporate career I experienced some excellent training and development programmes, and I experienced some less that excellent (actually pretty awful) training programmes.
It’s a topic we explore with our clients on a regular basis, and I want share with you what works when it comes to setting up your training programme. Firstly, its critical to understand what it is you are trying to achieve. It sounds simple, but we often see organisations miss this piece. Ask yourself some simple but critical questions:
What do we want to do differently in the future? What does good look like at the end of this training and development programme?
How do we anticipate future needs and requirements of those being trained?
What would happen if we did nothing?
How much is this issue or opportunity costing us and how will this change after any training and development?
These starter questions help you focus on your end goal, aspiration, or outcome you need. You need to make sure that this outcome is clearly documented and referred to throughout the training planning process.
Then look at the skills that your trainees will need and the behaviour you want to see at the end of your programme. It’s one thing to have the skills, it’s another to understand how to fully bring them to life and make them a day-to-day part of trainee’s roles. Make sure you consider the behavioural piece and skills piece together. As an example, giving someone the skills to network is very different to helping them become a confident networker.
To really make your training programmes effective, memorable with long lasting impact you need to consider what you do before, during and after training. Here’s what we have learned about these three stages:
Before the training:
Engage all the stakeholders, understanding their needs and requirements.
Involve the people you are training in helping to shape the content and level of the training (share the planned training content well before training delivery).
Explore what gaps individuals might have – ”What are your personal strengths?” and ”What are your personal development areas?”
Create a safe space to highlight any other training needs ”What are the teams strengths and what are the teams development areas?” It’s amazing how many more development areas appear in this list!
Get the trainers to interview and meet the trainees before any training takes place.
This helps build relationships and promotes better communication when training takes place.
Position the importance of training and development and investment in time and money this is for the business (we use launch webinars and letters of commitments).
During the training:
Check that the learning outcomes are being achieved.
Flex the content both in terms of what is delivered and the level of stretch on the programme.
Change the order of delivery of content to suit groups specific needs.
Regularly check in and test the water to make sure everyone is getting what they need and to make sure it’s meeting their expectations.
Make sure you provide additional sources of information and content around the subject for those who want to dive a little deeper.
Regularly replay and review content to ensure there are solid learning foundations being built Ensure everyone has clear actions and commitments documented with owners and timescales. After the training Have a plan! How will this new learning be supported by those who have been trained, your coaches, managers and leaders? Ensure new skills can be applied and reinforced as soon as possible. Provide coaching and evidential feedback on how individuals are performing. Show the distance each learner has come (it’s amazing that many people can’t see how much they have grown and developed). Share regular reflection pieces that put new light and perspective on learning. Can the teams present back to the partners, directors or business leaders on what they have learned and how they will apply this?
Getting training right and creating long term impact is key, I hope some of the techniques we have learned over the last 12 years help you and your teams create long term learning that has a really positive impact on your business. Training that isn’t forgotten in five minutes takes a little more effort and planning, but the long-term rewards will be there for you to see.
