IMPROVING TRAINING OUTCOMES

I’m your friend Allan

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IMPROVING TRAINING OUTCOMES

Before AfterDuring

Learning, Education and Training Professionals Group

What is the most common reason for

training failures?

What is the most common reason for training Failures? (357 votes)

Inadequate subject matter knowledge

Inadequate needs assessment

Poor design

Poor delivery

Insufficient measurement metrics

53%

13%

16%

11%

7%

What is the most common reason for training Failures? (152 reasons)

Learner not supported

Inadequate needs assessment

Organisation culture not supportive

Learner not motivated

Training material does not meet needs

Inadequate trainer skills

13%12%9%

27%

9%7%

Before After

Support the learner

During

Support the learner

coaching

e-learning

forumscheck sheets

equipment

follow up

Support the learner

coaching Joyce and Showers study 1980s - Teacher skills

Given Theory 10%+ Demonstration 13%+ Practice 16%+ Feedback 19%+ Coaching 71%

Success in implementing new teaching skills

Support the learner

Meeting Course Coaching Review

coaching

Support the learner

coaching InstructionsIn your groups, design a one page form that could be used by a manager or supervisor to -1. Discuss expectations prior to

attending a course2. Plan and record coaching

sessions after the course3. Record the final outcome of the

training

Support the learner

forums

Support the learner

e-learning

Before AfterDuring

Do a needs analysis

Analyse needs

Develop Solutions

Implement solution

Evaluate

Do a needs analysis

Training cycle

What will give rise to moving and handling training needs?

Brainstorm and discuss in groups

Do a needs analysis

Analyse needs

What skills to achieve objectives? New equipment

or processes?

Problems?Quality, customer complaints, waste, safety

Changes to legislation?

Performance reviews

Before After

Develop a supportive Organisation culture

During

What is the result of a non supportive culture?

Develop a supportive Organisation culture

Develop a supportive Organisation culture

• L&D represented at top• Tireless champion• Include L&D in Org’s Objectives• Include L&D in managers job

descriptions and reviews• Training must make a difference &

be seen to make a difference

How?

Before After

Develop a supportive Organisation culture

During

Support the learner

Do a needs analysis

Before After

Develop learner buy-in to training

During

Develop learner buy-in to training

I don’t have the time

I already know that stuff

Its not relevant

Why me?

Develop learner buy-in to training

BeforeDuring

After

Develop learner buy-in to training

Before Make sure training arises from identified need

Manager/supervisor meets with delegate

Trainer makes contact with delegate

Develop learner buy-in to training

During Trainer develops rapport

Objectives and WIIFM at start

Trainer makes use of adult learning principles

Develop learner buy-in to training

After Coaching and support

Follow up with supervisor

Provide resources

Before After

Review training material

During

Analyse needs

Develop Solutions

Implement solution

Evaluate

Review training material

Review training material

Evaluate

Before AfterDuring

Develop the trainer

Develop the trainer

Unconsciously Incompetent

Unconsciously Competent

ConsciouslyCompetent

Consciously Incompetent

Subject matter expert

Novice

Develop the trainer

Unconsciously Incompetent

Unconsciously Competent

ConsciouslyCompetent

Consciously Incompetent

TRAINER

Conscious of their Unconscious Competence

Develop the trainer

content(what)

process(how)

lesson plan

Develop the trainer

Tell

TIPS

Instruct Practice Support

1 32 4

Develop the trainer

Be aware of ‘Cognitive Overload’

Develop the trainer

YELLOW BLUE ORANGEBLACK RED GREENPURPLE YELLOW REDORANGE GREEN BLACKBLUE RED PURPLEGREEN BLUE ORANGE

Develop the trainer

Learning styles?

VAKHoney and MumfordKolb4MatMultiple intelligences

Develop the trainer

Adult Learners 101

What is the most common reason for training Failures? (152 reasons)

Learner not supported

Inadequate needs assessment

Organisation culture not supportive

Learner not motivated

Training material does not meet needs

Inadequate trainer skills

13%12%9%

27%

9%7%

Before After

Support the learner

During

Do a needs analysis

Develop a supportive Organisation culture

Develop learner buy-in to training

Develop the trainer

Review the training material

IMPROVING TRAINING OUTCOMES

Allan Skinner