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Quote of the Day
"The achievements of an organization are the results of the combined effort of each individual."
-- Vince Lombardi
Training for the Long Haul
As every leader knows, one of the problems with training is that participants leave the event, go back to work and all their new knowledge vanishes -- they don’t apply it to their jobs. Consultants Jack Zenger, Joe Folkman and Bob Sherwin, authors of "The Extraordinary Leader," explain that for training to stick, four elements must be in place:
1. Motivation . People rarely change if they are not motivated to do so. The most effective employees and leaders are those who constantly seek ways to improve their performance.
2. Accountability . Three people are responsible for the training session -- the manager, the trainer and the participant. Implementation occurs only when each of these three accepts his or her role in making it happen. The participants must be clear about their responsibility when they return to work; managers must understand what was learned, watch to make sure the learning is applied and give positive reinforcement when it is; trainers must know what happens when learners return to the job and encourage follow-up activities.
3. Visibility . Organizations rarely measure the impact of training programs, mainly because they don’t have an effective way to do so. The inability to clearly see or measure what the participant learned is a major roadblock to implementation.
4. Follow-up . “If learning is simply an event and materials are put on a shelf to be forgotten, then these skills or information will not be implemented,” write the consultants. “People don’t do what you expect; they do what you inspect.”
Source: Roemer Report. Used with permission.
