You hold a wealth of knowledge and skills coupled with your com/passion.
BUT your trainings don’t consistently get the results you want. It’s because you’re missing the mark in 1 of 6 areas.
Here are 6 components of trainings that BLOCK training effectiveness and accuracy, plus here’s how to get a bulls-eye.
Learner Engagement
Your training does not focus on audience experiences, beliefs, and capacity. Trainings that are not person-centered result in unmotivated and disengaged learners.
- Draw your learners in by incorporating their experiences and current beliefs. Give consideration to individuals’ potential to learn your training information and skills.
Content Construction
Your training uses a lot of information to provide content breadth and depth. Too much information overwhelms learners causing cognitive fatigue and disengagement.
- Prevent overwhelm by matching content breadth and depth to audience capacity. Learners will remember what they can consume and process.
Training Application
The training seems fine but your audience is not applying what you presented. This happens because learners don’t understand how the skills will help them, they are overwhelmed by the information, or they don’t know how to use what they learned.
- The key here is to incorporate adequate time for learners to practice, get feedback and make corrections. Scenarios should be based on industry or your organization’s situations.
Culture
Trainings that do not encourage open communication and discussion, it is perceived as untrustworthy. Lack of trust, poor communication and limited transparency are elements of an unsupportive organizational culture and are experienced during trainings.
- Create psychological safety for learners to ask questions and offer fully transparent answers. The key is to build trust and during times of change support learner resiliency.
Alignment
Your training does not directly align with your organization’s values you will struggle to achieve training goals. There is a correlation between training success and your values, mission, and vision.
- The best way to align trainings with organizational values is to embed values into each training. Go beyond simply stating your vision and mission instead show how the training is connected.
Assessment
Your training hasn’t been updates or making a different, you’re not assessing accurately. Not taking the time to create a quality survey, neglecting to administer a survey, or choosing to not analyze the data are preventing your training goals from being achieved. Assessments are a valuable resource that must be done and done well.
- Quality training assessments require 3 factors for success: 1) carefully develop questions, 2) administer surveys at the right time, 3) analyze and interpret all survey data to improve future trainings. This will save you time and money.
Strategically planning your training development will immediately improve (even exceed) your expectations.
🎯 If this post got you thinking DOWNLOAD the Training Assessment Guide.
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