Revving Up The Learning Engine

For training to be effective in driving improved performance, it is essential that the objectives be clearly defined, trainees become familiar with the goal(s) of the training and recognize what success looks like, and that preparatory work be targeted to achieving the new expectations. The faster that trainees can see the benefit of the training, commit to embracing it and consistently align their behaviors with the new expectations, the greater the positive impact. Succinctly put - getting off to a fast start on the right track is essential.

Components of the Pre-Workshop portion of Workshop360 are individually selected based on client project, but may include: 1) quizzes to benchmark current levels of knowledge or skill and identify gaps or opportunities for further development 2) completion of online content to establish baseline performance levels 3) exercises or activities to build awareness, complement classroom learning, or form the basis of subsequent work to be completed at the conclusion of the Workshop360 intervention. By carefully balancing the need to introduce the material to be trained, solicit trainee commitment, provide rationale for the trainee to want to improve or acquire the new skill(s), and not overwhelm participants with assignments that distract rather than enhance the learning, Workshop360 encourages trainees to want to participate in the training.

Knowledge Injection

Preparatory work helps ensure efficient use of participant time prior to and during classroom sessions.


Questions to Ask Yourself

Do you often wonder if the training you provide actually “moves the needle” or positively changes results?

Providing a value for training requires looking at two sides of the coin. One is the qualitative value. Do people feel it was worth their time. Many of us are familiar with the course evaluations that are commonly used where people rate the instructor, the materials, the content, etc. All of which is designed to capture the learner’s qualitative views on the training. Of greater importance to most executives are the answers to the following questions: Did people LEARN anything? As a result of that learning did they change their BEHAVIOR? And, most elusive to measure, but the goal of well-developed training is; have the business RESULTS changed as a function of people being trained.

Naturally, there are many influences that can impact any or all of these that are outside the direct control of the trainer; competitors’ actions, market conditions, organizational changes, introduction of new or different resources/tools to do the job, etc. Starting any training with a solid understanding of what the objectives or outcomes of the training are expected to be is a necessary step to begin to clarify if the training did create a positive change for the company.


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