PUTTING ALL THE PIECES IN PLACE
Most of us are aware of seminar or trade show ‘highs’. There is also a high that we experience when we first leave training sessions. Many studies have shown that the first day back to work we feel a great boost in our confidence and abilities to implement what we’ve learned.
Statistics also show that the training high fades as time passes and after a few short weeks the actual improvement can be close to zero. Why?
Let’s look at the top five common answers:
1. It’s the the employee’s fault
2. The company fails to support the employee
3. The manager fails to support the employee
4. The material wasn’t applicable – “we are different”
5. The materials did not go deep enough
Now let’s look at the reality behind those answers:
1. It can’t be the employee’s fault. They were only given a few hours of training and are expected to master something that they may not have had previous experience doing. Proper training should provide the trainee with skills to take back to work and implement. It should let them know that implementation may be difficult and should provide solutions to overcoming those difficulties.
2 and 3. It can’t be the manager or the company’s fault. The people
who are sending the employee to training want them to bring back new knowledge and skills, and to implement them. After all, that’s why time and money were budgeted for training. Sometimes new ideas meet with opposition, but generally when money is spent support is provided for practice and growth.
4. It can’t be the material. The material that is currently out there is generally
very well written because the expectations of quality have increased so much. Google has made it easy to find information on best practices for almost any task or role. The material may have been customized and tweaked a bit, but the core essence remains the same.
5. Again, it can’t be the material; it’s the basics that everyone needs
to revisit. Pro athletes, Hollywood superstars, even CEO’s who have turned struggling companies around always go back to the basics. The army teaches basic training because basic training is what keeps you alive in the field. Mastery is key – reviewing, remembering and practising the basics are the only way to achieve mastery.
Let’s Stop the Blame Game.
Uncovering who is at fault can make us feel good about passing the buck but it does not provide results, or a return on the company’s investment in the training.
So, let’s throw blame out the window and find out what we can do to emulate the people who find success with training. Who finds success? How do they do it? They are the big and successful. They are the top franchises of the world.
Ever been in a McDonalds? Do you think their training works? Yes!
Why is that? They have the secret sauce, and I’m not referring to the Big Mac. They have found the secret to making training stick and they do it so well, they have kids teaching kids.
4 Things You Need to Make Training Work
What do the big guys do that the little guys do not? Why do most franchises work (90% success rate) and most businesses fail (90% failure rate)? They do the following four things very well (and you can too):
Train for results.
Step one involves recognizing company needs, trainer needs and participant needs, and determining what is wanted. The best way is by undertaking a professional needs assessment. Once this is done, accessing the right expertise ensures the needs will be met by the training program.
Track performance when they implement.
This step involves developing internal systems for accountability and performance management.
Monitor, coach and mentor constantly.
This is easily achievable with proper follow up procedures. Ongoing support and ongoing learning
are key.
Reward the good behaviour.
This practice is to encourage employees to perform at their highest level. This is a cultural change that many companies have adopted and when it is achieved they have seen huge results.
It really is simple. Even if you invest in experienced facilitators using the most relevant materials and send your most eager employees, you need to focus on supporting the training as a key piece of the human development puzzle. Save your business from disappointment and wasted money; get your own special sauce and commit to the full meal deal.
Submitted by Randy Ansems
Find him at Think/PBBA Business Training, (902) 468-2403
www.thinktraining.ca
