How to get clarity on training needs and measure performance improvements that solve a real problem.
You have a problem that needs to be addressed. The first 15% in time invested is the most crucial to identify and highlight the real gaps between management, systems and the tactical ground force. The next 85% is making sure you have the right communication in place to get the result you want.
Traditional training:
Employers have a responsibility to provide relevant training to all members of staff to keep levels of professionalism and quality in the service they provide. Training is often mandatory or compulsory delivered as a one off event, focusing on a particular subject, aligned with the traditional academic way of learning. This style of training however, does not inform people how their personal behaviour can and does affect productivity and outcomes. Training effectiveness is generally measured by taking a multiple choice test or written examination which shows how good their short term memory retention is. The challenge back in the workplace is how this training is translated and applied into improving the operations and practices. Normally this is effective for the first week then falling back to old ways of doing things due to lack of application and integration at all levels.
The solution to the ‘falling back’ problem:
The first 15% of ‘what training is required’ is the most important time invested. This is where you need to get clear, gather data and check things out. Training is not as effective if you fail to understand at the very beginning what you are trying to improve or achieve.
Once clear on the current situation you can then ask: where you want to be? What you need to address in all areas, your management, your systems and your people? Interventions can then be created to achieve your specific goals.
We explore and explain how to create an environment where:
- training has meaning and is memorable
- motivates the participant to take 100% responsibility for their experiences and outcomes
- developing a mechanism to measure the success of the intervention aligned with solving a department, organisation or business problem or improvement need.
Talk objectives:
- E + R = O Participants will identify that:
Events plus their Responses produce the Outcomes they experience.
- Participants take ownership for gaining clarity of their performance improvement outcomes.
- Investing in the “15% principle” is a necessity if you want to develop systems that connect with people and contribute towards growth and consistent practice.
Summary:
Traditional training doesn’t tackle self-confidence, self-esteem or fear of failure so we fall back into our default behaviour; the 15% principle is what’s needed to avoid this and move forward. Training by design.
