Training Transfer: What do you believe?
Training Transfer: Posted by Dave Basarab on Thu, Apr 14, 2011
- When leading people, my attitude makes a difference.
- I have a voice and can make a difference.
- I own the customer experience.
- Values drive results.
- A fun workplace drives productivity.
What my experiences are showing time and time again, is that when a participant believes what they have learned will aid them or their company, the likelihood of them adopting (applying) the skills to the job increases. Of course, no one can change someone’s beliefs by training alone. However, we can shape those beliefs during the training experience by the way we design the course, the phrases we use during delivery, the signage/branding of the course, success stories from past participants, etc. The list is only limited by our creativity.
A few weeks ago, I was meeting with the Chief Learning Officer and Director of Instructional Design at a major healthcare institution here in Atlanta. We had jointly been working on a 1-day leadership class for their “chiefs”. We were close to finalizing the design when I asked them: “What do you want your leaders to believe – based upon this design – when they walk out of class?” They thought for a moment, and then stated – that’s a good question. We then had a rich discussion on the design – and their desired outcomes – and made changes to the design based upon their answers.
So, ask yourself – do your training programs shape the right beliefs so that you’ll increase adoption thus driving maximum value for your investment?
Learning Optimized, Behavior Changed, Performance Advanced
My deliverables to you are: (I) Improved Learning Outcomes and Increased Competence; a. Retention to fluency (95% vs. 28%), b. Behavior change through accountable reinforcement, c. Improved application, d. Advanced individual performance and e. Advanced organization performance.
You will ensure that every person reaches true mastery* in the shortest amount of time. Mastery* produces people who have the adaptive reasoning skills required to effectively apply knowledge to new situations.
*Mastery is required where appropriate information application is critical to achieve a desired outcome; For example, Education: K-12, Higher, Corporate, Government; Medical; Medical Continuing Medical Education – Performance Improvement; Safety; Sales Performance; Aviation; Military; Individual Certifications and Individual Continuing Education.
McDonald Sales and Marketing, LLC, Specialties:
Appropriate Application; Behavior Change; eLearning; Employee Selection and Employee Development; Human Capital Management; Individual Performance Improvement; Learning Performance Improvement; Learning Retention and Reinforcement Improvement; Organization Performance Improvement; Workforce Development and Productivity; Verbal Skills Simulation and Reinforcement; Sales Performance Improvement; Web-Based (SaaS/Cloud) Solutions
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