How to Maximise Value from Training

* Date Added: 23rd July 2009, Article Number: AT001

Deciding on the first ever entry for this blog was never going to be easy. I had visions of a topic so fascinating that people would flock from all the corners of the web to read my insightful words. Or a discussion so controversial it would change the way training is viewed forever. I'd even settle for some kind of Nobel Prize for blogging.

Such lofty intentions have of course led to massive performance anxiety, so in the interests of sanity I've decided to start off with something I'm often asked by our clients - how to maximise the value of training.

As with anything involving humans the answer is of course never simple. However I do have several tips to help you maximise the value from your training:

1. Volunteers Not Prisoners!
Where possible, try to ensure that delegates have volunteered for the training rather than being 'forced' into it by line managers. It sounds simple but it does make a real difference to the atmosphere on the course and makes it much more likely that they will engage in long-term change.

2. Get Line-Manager Buy-In.
We know that line-manager support can either make or break a programme, so taking time to sell the benefits of the training to delegates can really increase its impact. On our management development programmes, we have found that engaging line managers at the start of the course: decreases likelihood of delegate absence; increases commitment to homework and assignments; increases delegate accountability; and increases transfer of learning back into the workplace.

3. High Impact Training.
These days, powerpoint just doesn't cut it on its own. To ensure that real learning takes place experiential learning and brain-friendly learning techniques are essential. To find out more about this, check out our hugely popular Train the Trainer courses.

4. 'Show Me The Money!'
Well not quite 'show me the money' exactly, more like 'show me the results!' After the training, delegates must be encouraged and supported to put their learning into practice, otherwise it is often too easy just to forget what they learned and revert back to 'business as usual'. Such follow up is often best when driven and monitored by line-mangers who can give immediate feedback on performance and behaviour but external coaches can also be helpful in setting and monitoring objectives and motivating change. If you would like any assistance with using external coaches or developing the coaching skills of your staff, please get in touch using our online contact form, or call us on 0115 984 9940.


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