Three Elements of Effective Training

When training doesn't work, it is usually because we have done only part of our job.  So what does the "whole job" look like?

When we train people in a new skill, we've only done one third of the work.  Changing behavior (what training is all about) consists of three parts:

1) Training the skill. (How to)
2) Motivating the change. (Why to)
3) Sustaining the change. (Support and reinforcement)

I can train people in how to offer constructive feedback until I am blue in the face, but if they are unwilling to use the skill, the training has been a waste.

I know that two more things need to happen.  I need to talk about "Will you use this new skill?  How does it feel?  What needs to happen before you're willing to give it a try?"  I need informed consent from the learner, not simply an assumption on my part that because they know how they are going to do it.

I also know that I need a good manager to step in and reinforce that skill in the tough moments.  A manager who can be supportive and firm, offering moral and technical support for the new skill.

Three parts.  Are you doing all of them?

Comments

[Adi @ The Management Blog]

That all seems fair enough. Should motivating the change not come before training the change though?

[Cheri]

Hi Adi,

I see motivation coming in twice. At the beginning - enough to get people motivated to learn the skill, then again, motivating them to apply the skill.

But when it comes to motivation - the more the better! :)

Cheri