Let's face it. We've all taken bad training. You know, the kind...the "hold-your-nose-and-get-through-it-as-fast-as-you-can" training. We have outlined the top six mistakes to avoid to ensure your training programs don't stink.
5. “Traditional ways of
training are obsolete.”
Well, you can’t rely
completely on informal
learning either.
~ The Peanut Gallery
6. “When you dig down into the details, you’ll
find that all learning is part formal and part
informal. The only thing worth discussing is
the degree of formality or informality, for
it’s never either/or.”
Source: Jay Cross
Formal InFormal
7. You’ll find lots of information available
from experts in the field.
But to get you started, here are the…
10. If you’re a slave to the latest fashions in
technology and design or you’re simply
impressed more with quantity over quality
in your efforts to build training, you need
to stop what you’re doing and step away
from the computer right now.
11. Offering loads of random,
outdated training content
(even if it’s stylish) STINKS.
12. Instead, you must
target, target, target.
Target the audience.
Target the topics.
Target the objectives.
13. “Just say No!” to tired training.
Solid training programs are key to profitability.
Source: Laurie Bassi
http://www.mcbassi.com
Studies show that companies that choose to
make larger investments in their employees
have higher customer retention rates and
are better-positioned for success.
14. Sears has demonstrated that,
when employee satisfaction levels rise by
5%
Source: Wharton University of Pennsylvania
3.5%
increase in sales.
that leads to a
16. Acknowledge their knowledge.
Provide the proper
pre-requisite training
to appropriate members
of your audience to
ensure everyone starts
off on the right foot.
17. Source: Garr Reynolds
Keeping it simple does not mean making
it simplistic.
Simplistic
Ignorance
Inattention
Laziness
Deception
Easy for us
SIMPLICITY
Awareness
Knowledge
Spirit of helping
Honesty, Sincerity
Easy for them
18. Embrace familiarity.
Once you have the
content mastered,
build using the tools
and networks your
audience already knows.
21. Make it personal.
Whenever possible, tell stories, make
connections, trigger positive associations to
create compelling training content that is
varied and interactive.
22. Then, shake it up.
In the delivery your training program, don’t
be afraid to break habits, patterns and ruts.
Include as many senses and avenues for
learning possible.
23. Variety is the spice of life!
Consider what learning styles your audience
has and offer training that meets their
needs.
Assess learning styles with this free test.
Memletics Learning Styles Inventory Quiz
27. No time?
No resources?
No budget?
Get creative. Break things into smaller,
more manageable chunks. Shorter training
modules are easier to plan, develop and
manage. And learners are much more able
to absorb what they have learned.
28. Constraints are not always a bad thing…
Source: Cathy Moore
“Constraints focus our energy.
They concentrate our creativity
and make us think in new,
more exciting ways.”
29. And ultimately, the time
spent on a learning task
is not as important as
the focus or attention
given while on task.
31. Keep the bigger picture in sight.
Ooh, this is a tough one.
But it can and must be done
to ensure a rewarding
training program.
32. Encourage learners to
participate and guide
their own learning
Support trainees
back on the job and
reinforce new skills
Facilitate
transition of
training cycles
Encourage communication
efforts and market new
training initiatives
Ensure all of the
right people are
onboardCruise Director
Tour Guide
Coach
Promoter
Provide help
where and when
it’s needed Super Hero
Mentor
Collect learner participation
data, progress, scores and
other training results Researcher
Take action on the
outcomes that
measure success Catalyst
Create plans and
accommodate the right
training infrastructureBuilder
Collect and evaluate
strategies, data, training
content, results, etc Analyst
Acquire the right
financial resources for
the project’s scope Investor
33.
34. Remember, failure is always an option.
Learn to be flexible. If the training
fails, then tweak it. Re-evaluate the
strategy and don’t be afraid to
change it up.
35. Don’t leave it to chance.
“Unless you align corporate
training to organizational
goals, any returns you realize
from the training investment
will be by chance alone.”
Source: Ruth Clark and Ann Kwinn
Align Training to
Business Results PDF
37. In case of emergency, Break glass. Now.
Don’t wait for learners to ask for help.
Be proactive. As soon as the training
program launches, have a
designated team for back-up
and support at the ready. You
may be intimately familiar
with your training program,
but your learners won’t be.
38. All done. So what’s next?
Be attentive. Learners will likely need
ongoing feedback after training as they
apply their new skills.
40. The top five non-monetary rewards in the
workplace that employees want are:
1. Opportunity to learn
2. Flexible hours
3. Recognition
4. Opportunity to contribute
5. Independence and autonomy
