“No classroom training is ever, on its own, going to solve or fix a problem.” – Amy Suchodolski, Director, Global Learning & Development, Hexion, Inc.
So you are considering a training class; what are some of the key factors to consider in making it successful? In this blog, we address elements to consider before you conduct a class.
1. Step one is to identify the purpose of your training. Having an answer to this question is the first step, and a very important factor. Clearly articulating your desired outcomes will provide the context for the subsequent decisions you make on selecting (or developing) an appropriate program.
Questions to ask include:
- What are the skill gaps that training will address?
- What behavior changes do you seek in the workforce?
2. Step two is to identify roles and responsibilities. The sponsors and training coordinator should both know and be prepared to fulfill their roles. Who are sponsors? Sponsors are those with a vested interest in training outcomes. Sponsors can comprise line management, human resources department, and an executive team. The sponsors and training coordinator should jointly establish what needs to be done and who will do it. This listing should include setting clear expectations and planning of activities to occur both during and after the training.
3. Step three is to identify and analyze the audience. It is important to match the class participants with the desired outcomes. Training classes often comprise the prisoners (“my boss made me come”), the vacationers (“free lunch!..donuts!.. A day off my normal duties!”), and those who are there to really learn. Although you might win over some prisoners and vacationers, it is incumbent on management and the stakeholders to cultivate a desire to learn prior to the training experience. The ideal situation for both the learner and the organization is training that is the answer to an already-identified development plan for the learner. This occurs in many organizations as part of an annual review cycle. This purposeful approach encourages emotional investment of your attendees in the training experience; they will more likely see and embrace it based on the clear relevance to his or her job.
4. Step four is student and instructor preparation. This preparation is critically important. In addition to the aforementioned appeal to hearts and minds, some introduction to students of the actual course content is often helpful. We have found assigned pre-reading and preparatory webinars to be effective pre-class activities. A pre-class survey using a tool such as SurveyMonkey can help the instructor better understand the expectations and learning readiness of the class attendees.
In a future blog, we’ll address how careful consideration of Methods and Materials contribute to making your training stick.