Align for Training Results

The 10 Keys to Get More Out of Your Training Initiatives

It is amazing how many times there is a disconnect between a training intervention or workshop and the day-to-day SOP’s and activities of the organization. Training is used to build necessary knowledge, skill or process, or to solve business issues. Many times the training program is positioned and conducted without the necessary alignment to get results.Just as a ship entering a harbor will align harbor lights to reach the port safely, the journey of training must be aligned to address the needs of the organization and individuals receiving the training so as to achieve the desired results. Let’s review the keys of alignment to get a good return on your training investment.

1. Align with a Champion.

Training interventions that solve business problems are often delegated to HR. Yes, HR can facilitate the program but results orientated training programs need a senior Champion to consistently signal the importance of the training. For example if sales training, then the Champion could be the Sales Director.

2. Align with Strategy.

Every training intervention should be able to be linked and identified with the core strategy of the organization. A simple question needs to be asked, “How does this training program support and drive the organization’s strategy?”

3. Align with Job Descriptions.

Get the job descriptions of the participants to be trained and ensure there is a direct connection between the specific job specs and training skills and knowledge. If not, the job spec may have to be updated.

4. Align Training Group Size with Realistic Outcomes.

Many HR departments are positively stroked on how many trainees they can cram into a training workshop. The learning ROI is discarded for numbers and budget. Make sure the group size is aligned with realistic training objectives. Knowledge training can accommodate more participants than skill or process training. Skill based training with one trainer/coach is best with 6-15 participants. Do you want to learn golf, tennis or badminton in a group of 6 or 25?

5. Align Training Outcomes between Client and Training Provider.

Many training providers promise the world and participants who “live happily ever after” the training program is finished. Get agreement of the training deliverables and outcomes before the contract for delivery is signed. This also minimizes post training frustration and misunderstandings.

6. Align with the Supervisor or Coach.

Research indicates the participant’s direct supervisor has the biggest impact of skill and process application back on the job by the training participant. Always involve the direct supervisors in the pre course signaling and post program reinforcement.

7. Align with Reinforcement.

Training programs do not microwave new leaders, more effective sales people, or better teams. The post training reinforcement or coaching is need to “crock pot” solid training success. Always align a reinforcement process that coaches can easily implement to make skills and knowledge stick.

8. Align with KPI’s.

I find it utterly amazing how many companies carry out training for skill process and knowledge but have not adjusted their team and individual KPI’s to drive and support new skill or knowledge success back on the job. Always determine before training starts, what are the OTJ KPI’s that will be measured when the trainees are back on the job. Focus on leading KPI’s. For example if coaching skills are taught, measure the number of monthly coaching conversations a leader has with each employee.

9. Align with Kirkpatrick.

Many companies struggle with measuring training effectively. Use the globally tested Kirkpatrick model to help the organization determine how training will be measured for success. Four levels of training measurement from easy to more difficult to measure.

10. Align with Participant Personal Needs.

Training’s first priority is to provide skill knowledge and process to improve organizational performance, finance or image needs. Effective training aligns the organizational goals with the individual needs and goals of personal growth. Personal needs may include achievement, recognition, power, safety and order. Aligning with personal needs gets participants more committed to apply the learning on the job.The next time you design a training program or a company wide change intervention, use this 10 point alignment list to ensure success, better ROI, and committed buy-in from senior management, coaches and the participants. Align your training programs as drivers of “Strategy to Results through Your People.”Have a great week being the leader you have potential to be!