Yesterday, I spent time talking with Phil about his training program and what was missing.
We spend so much time fretting about our training programs, the curriculum, the workbooks, what to include, do we include too much, do we use powerpoint, who should the instructor be, should it last for one hour or two hours?
We sit on committees discussing this stuff, deciding, writing, re-writing, ordering the coffee, arranging for flipcharts and markers.
And we sit and wonder why our training programs are so ineffective.
Training is only the beginning. Training only gets you so far (and not very far at that).
The acquisition of any skill starts with training, but requires practiced performance. Without practiced performance (and coaching), the impact of most training is lost and all the resources are wasted.
So, the next time you create any training program, put as much thought into the aftermath, the practice and coaching that comes after the training.
What’s your experience? -TF
I totally agree that the training is only the first step. I travel giving management skills training, and I am very much aware that participants will get very little vlue from training with out applying and practising the skills taught. In fact after 24 hours typically only 20% will be remembered if not revisited. It is important for thoses receiving training to remember it takes 21 days of consistent focus and practice to create a new habit