Tuesday, October 19, 2010

Can't they just read it?

The goal of training is always to improve the performance of an individual. In your company, this means improving performance relative to their job goals defined relative to corporate goals. Tying training outcomes to performance improvement through application of new skills or tools accountable by a manager is critical in enforcing the embrace of new information and the formation of new habits (applying the new information and/or tools).

Training is basically knowledge and skill transfer. It would be wonderful if we could easily be enlightened by simply reading. Oh how easy college would have been and what a genius I'd be right now!

Training without interaction, performance goals, and expectations will not maximize benefit to the company nor the colleague forced to spend possibly hours away their daily assignments.

Training with performance goals is not easy. It involves at minimum three people: the trainer, the colleague trained, and their manager. It involves participation in the training, assignments afterward, and accountability with a manager. The purpose is to stretch and grow colleagues within your company to make them better contributors and to positively impact the bottom line.

Training that is active and involving all senses to force new ideas and skills to become habits through hands-on application, role-play, tests, and discussion maximizes how much information is retained and ultimately applied on the job.

What do you like least about training?

What do you like best?

No comments:

Post a Comment

I'm very interested in what you have to say. Thanks for joining the conversation! To contact me directly, please write to: jennifer AT werthexpertise DOT com