8 Reasons Leadership Training Fails

transcript

REASONSLeadership Trainings Fail

www.citruslearningsystems.com

(And insights on how to make them work)

CitrusLearning Systems

Lack of Participant Buy-In for the Intervention1

Why Leadership Trainings Fail

for them

developmental

BELVIEVING

NO NEED they have

Participants often

DISMISSinterventions

They are not provided with a mirror

…and how each of these affects goal achievement

to their individual leadership strengths & development areas…

How to Overcome This

The interventionmust begin withparticipants receiving

inputs on their individualstrengths & development areaswww.citruslearningsystems.com

YOUR ‘MIRROR’ COULD BE

Assessment centre reports

180 survey reports on the participant’s skill levels and practices

Knowledge test reports

Performance data

Show them that they have a need to learn/ grow

BOTTOM LINE

The governance structure is in the organization not being involved in the intervention

Converting any new skill

of these skills implementation someone to monitor into a habit requires

That ‘someone’ must be your

(the governance structure in your organisation)

participant’s managers…

A simple briefing about the intervention

More than…

A formal intervention launch session, where the participant’s managers get invited to

What to do instead

Show them how the intervention connects to their KPIs

Share the best practices you will be imparting in the intervention

Get their feedback & tweak your content

Inform them how these best practices need to be evaluated in their regular reviews

Sensitise them how governance is their responsibility (yours is skill development)

Turn over all governance responsibilities to them

What to do instead

Monitor governance

Give them tools to use to conduct these evaluations

How this helps

Getting these leaders involved from the outset will ensure

the development of the participants and organizational effectiveness

Training formats unsuited for the modern-day learner

Most trainings last for a day or two (or worse still, for three or four), where conceptual knowledge and skill development

inputs are presented together

The human brain is not designed to take in too much information at a time

The trouble with large format training

iwww.citruslearningsystems.com

The trouble with large format training

conceptual knowledge

development and skillbuilding together leads to

message overload

Chunking,__________

__________

____________________

__________

Also, people’s

Microsoft study results

Why training fails

spans are shrinking

attention

Click below for the

The modern-day learner consumes content inbite-sized chunks (think YouTube, WhatsApp,

Twitter)

Why training fails

And not in large formats

Traditional e-learning and

classroom sessions are

large format, clunky and untuned to the learning style of modern-day learners

Why training fails

Online lessons needs to be in engaging, micro formats

(video, infographic, podcast or slideshow format in two to ten minute chunks)

How to avoid this & make training work

These need to be drip-fed to participants

and must be mobileand web-enabled

Conceptual knowledge

should ideallybe shared online in bite-sized bits

2 – 4 hours long classroom

sessions focused on skill

development

Learning treated as an event not a process

Skill developmentis a journey, not an event

We also forget the bulk of what welearn within a short time of learning it

Research ‘The Forgetting Curve’ by clicking here

Learning effectiveness requires

multiple touchpoints and

recurrent messaging for the lessons to be imbibed and implemented

The post-workshop curriculum must include

revisiting lessons

learned

participants

Test and grade them on their grasp of these lessons

Well done, you chose correctly!

Lack of rigour around the learning implementation process5

Participants often think of implementation as an optional extra, and something avoidable

When Branding the intervention, communicate that it is a

(developmental/ change)

project they areenlisting for…

(and not for a learning programme)

The learning eventsshould be projected as

aidsto help them in

project implementation

Participants must recognise that

implementation is the desired end of the intervention

(not the learning event/ programme)

Lack of implementation support for participants6

Our brain usesroutines todrive our behaviour

Even well-intentioned participants will soon….

…get side-tracked by the daily grind of work and past habits

Participants should receive constant reminders

implementation

Track and assesslesson implementation

Use an automated tracking

and reminder system to help you in this task

(or do this manually)

Actually, automate as much intervention as is possible:

Uploading, scheduling and releasing lessons

Getting participants to commit to sessions/ lessons

Tracking lesson completion

Sending out communication/ reminders

Grading participants

Automate as much of the training as is possible

Real life is harder than a controlled

classroom environment

Participants will flounder when trying to implement

lessons in real life

Difficulties in

implementation will result inparticipants ignoring

lessons andreturning to established routines

Why training fails

Post-workshop coaching support is critical, if participants are to successfully

implement workshop lessons

Lack of content relevance7

Training initiatives often use a ‘one size fits all’approach to learning content

Why training fails

Learning content is not contextualized to address the learner’s unique environment

Consequently, participants

don’t see how they can uselessons imparted

Create content that

mimics your learner’s environmentas closely as possible

The intervention lacks ‘aspirational’ status8

You gotta sell it to them!

People don’t buy a service just because you tell them it’s available

connects to their KPIs or

(*Key performance indicators)

Participants need to see

the training

How it will help

them withtheir careeradvancement

Participants need to see

It will be seen merely as an intervention by

‘those Pesky HR folk’

Otherwise…

Successful course completion could be made a pre-

requisite for career advancement

Connect the programme to their career development

Brand & marketthe programme

extensively

Communicate how it will help in their current and

future roles

Communicate about a programmeprogress & effectiveness dashboard that will be published effectively to

senior leadership

In conclusion:

How to ensure leadership training success

Provide participants with a mirror into development areas

Get the ‘governance system’ of the organisation involved

Work on providing the intervention ‘aspirational status’

Think bite-sized, engaging and continuous (not large-format and clunky)

Ensure a post-workshop learning curriculum

Ensure rigour around implementation

Contextualise your content

Provide implementation support

CitrusLearning Systems

Mumbai, India

8 Reasons Leadership Training Fails

Business