One frustrating element for me as a trainer is training for training’s sake.
A workplace may give a cursory nod to training, and engage a training organisation to come do a gap assessment, design and write a program, deliver it and then life at work goes on. But what’s changed after all that has happened?
A good trainer will have to ability to find out not just what you want but also what your participants need.
A good training program will have actionable outcomes built into the training content so that the participant can return to the workplace with the new skills and implement them immediately. Quality training is transformational. That is, it will transform a person’s skills or behaviour.
The onus is also on managers and supervisors to be able to evaluate the training not just after its been done but say 1, 2 and 4 week’s post training. Has the participant improved in their role and the deliverables they product.
Manager and Supervisors should do 3 things post training:
- Receive a handover from the trainer as to what was covered, the trainer’s view of how it was received, barriers and any outcomes that participants said they were going to implement.
- Meet with staff for as little as 10 minutes as soon as possible after the workplace, discuss the training experience and what transformational skills and behaviours they will be implementing now that they are back in the work environment.
- Have a review process 1 week after and then 4 weeks after – what results have been achieved.
Just a small amount of time doing this will improve your training outcomes because there is accountability in the structure and the new skills and behaviours are more likely to be adopted long term.
Make sure your training provider is able to help you implement this.
Natasha Brown operates Criterion Training and is passionate about training providing transformational skills and behaviours for participants in both work and in life!