People love training when it’s entertaining and they enjoy themselves.
They like it when the training gives them information that provides hope. Hope that their life will get easier, that the organization will be more successful, that their job security is enhanced, etc.
It’s good when you leave a training session fired up and ready to go use the techniques that you’ve learned. It’s good when you feel you’ve learned all the information you need to solve your workplace problems.
Do What You’re Told!
People do not learn from being told or exposed to the information one time. Research shows we need an average of six exposures to the information with reinforcement (using the information you were exposed to) between the exposures to retain the information.
Of course, the complexity of the task and each individual’s previous life experiences are just a couple of the factors that will determine how many exposures to the information being trained the individual will need.
Do the Math
I’ve done training programs costing hundreds of thousands of dollars with multiple sessions of in-depth information. I always advise management that in order for a training session to have a positive effect, the participants must have multiple exposures to the information.
Since I am only paid to deliver the information once, the organization (with my help) must use other methods to ensure that everyone gets their multiple exposures. It can be structured and timed e-mails that require a response to all participants. Or it can be a strategically placed sign with key elements of the training. Or even supporting audio materials playing in the break room, etc.
I offer clients a number of different ways to give their participants multiple exposures at no additional cost. Even when it’s easy and inexpensive, many clients do not provide follow-up activities and methods for multiple exposures.
The truth is, if you are not going to provide the necessary multiple exposures then, “SEND THEM TO A MOVIE, DON’T TRAIN THEM!” It will only be an entertaining waste of money that way.
Square Peg, Square Hole
Another critical aspect of training retention is adjusting organizational policy and procedures to fit the new requested methods of behavior. Once individuals are trained to perform through new and different procedures and techniques, their evaluation and performance procedures and policies must be altered to support the new behaviors, If they are not, then they are forced to return to the old behaviors.
People cannot do something differently if they are forced down an opposing path.
One of the reasons I have observed to explain this phenomena is a lack of participation from the decision-makers (management) in the training. If management does not fully understand the information being delivered, they cannot adjust the policies and procedures to fit the requested behaviors and procedures.
If you aren’t going to change the policies and procedures to support the purchased training, “SEND THEM TO A MOVIE, DON’T TRAIN THEM!”
As a professional trainer, coach, and consultant, my mission is to share information that makes my clients more profitable, gives them a better work environment, increases customer satisfaction, and builds individual and organization success.
Entertaining people is fun; however, educating them so they can achieve their goals and aspirations in life is much better! Make training count! Give your team the information but also the supporting elements that ensure their retention of that information and organizational success.
So please take this REAL advice:
DON’T TAKE THEM TO A MOVIE, TRAIN THEM RIGHT!
Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders™
A. D. Roberts is President/CEO of A. D. Roberts Consulting, Inc. in North Augusta, SC
He helps with Leadership & Interpersonal Communication Consulting & Training
Email | LinkedIn | Twitter | Web | Book | Blog