What use is a corporate learning program if it isn’t adapted and utilized in the workplace? There is no use, just wasted time, money and resources.
As we have said time and time again, while sessions and robust training are important for learning new skills and theories, what happens after and understanding how to apply the new skills in real life is what matters the most. No company sets out investing in training only to have it fail and be forgotten by employees, yet millions of dollars are spent every year in North America on corporate learning, with very little learning transfer in place.
So what does it take not to forget?
For coaches delivering the training, first figure out the organization’s goals – what are they trying to achieve? What skills and behaviors do they want to change? Then design a program based on that. Make sure to include relevant activities, open forums, feedback, a variation of presentation techniques including narration, visuals, text and small experiential activities, along with a thorough plan for measurement and learning retention.
Encourage participants to take part in social learning at work. Discussions, collaboration and problem solving among teams while on the job allows for new skills to be applied to actual situations. With the same diligence that companies invest in training, they should also create a space that allows for its practise such as setting up refresher courses and follow-up work to instill retention and learning transfer. Also putting in place an evaluation strategy that includes feedback before during and after training will help to monitor progress and observable change.
Similar to a painting, with various colours and strokes coming together to create a beautiful image, training success is also dependent on individuals uniting to create a successful outcome – something that’s as timeless as a great work of art.