Training Industry Quarterly - Fall 2011 - (Page 23)

WITHOUT CONSISTENCY, THE TRAINING MESSAGE MAY GET MUDDLED with equal engagement—whether they’re attending in person or online—the intended “buy in” and knowledge retention is more likely to follow. may significantly reduce your ROI. Training brings more measurable benefit to a company when it’s consistently applied across-the-board. Long-term relationships should be established with training experts who have global reach and sufficient content scope to meet business-strategy objectives. This kind of relationship allows for the training partner to expand offerings to mirror and best serve your company’s growth. Consistency is just as important for online courses, as Web-based resources and tools should be uniform regardless of the location of online participants. This makes it easier not only for the participants to retain knowledge, but also for the instructor to support quality instruction with the best tools. Without consistency, the training “message” may get muddled, with disparate interpretations among possibly dozens of company locations in multiple sites/countries. Takeaways There are ﬁve key components to consider for a successful training program within a global, corporate framework: • Flexible approaches. Evaluate and incorporate innovative training platforms—hybrid and live, online—to maximize limited travel budgets and other logistical limitations. • Quality of content. Training programs should embrace multiple, sensory-based techniques—visual, auditory and kinesthetic. These are proven to help learners understand, retain, and apply knowledge from training. • Trainer expertise. Train-the-trainer. In addition to real-world experience and knowledge on their topic areas, trainers need training, especially when it comes to staying current on new training technologies to ensure all participants stay engaged whether they’re in-class or online. • Trainer consistency. Training brings more measurable beneﬁt to a company when it’s consistently applied across-the-board. Longterm relationships should be established with training experts who have global reach and suﬃcient content scope to meet businessstrategy objectives. • Measuring for repeatable training qualities. Measurable outcomes are critical to the success of a training program. The key is to document results that establish the building blocks of repeatable success. 2 Quality of content. A passive approach to training in which an instructor “imparts wisdom” for an hour in an auditorium too often fails to deliver. For optimal results, training programs should embrace multiple, sensory-based techniques—visual, auditory and kinesthetic. Hands-on exercises guided by expert instructors, chat pods, VoIP audio connections, video simulations and peer-topeer collaboration are all proven methods to help employees understand, retain and make the best use of course material. Also, eliminate classroom “walls” and create breakout groups involving both in-class and online participants. Allow them to respond to questions and share best practices no matter where they are—what works in a location in Europe may be readily transferable to sites in the US, Asia, the Middle East and other regions. And while it may sound like a simple matter of covering fundamentals, trainers should have the ability to include translations for course content and speak the local language. 3 Trainer expertise. A trainer needs training. Especially in using a variety of tactics to ensure all participants stay engaged whether they’re in-class or online. The trainer must learn how to initiate conversations and address all participants—including those attending virtually—by name. Then, it’s important to gather insightful feedback from all stakeholders, such as purchasers, course participants and fellow training providers from all global points of focus. In the process, don’t be surprised if a winning technique for one region doesn’t earn uniform praise in another. Use this as a guideline to adapt future approaches that are customtuned to match local preferences. 4 Trainer consistency. With training budgets shrinking, it’s tempting to reduce travel costs by using multiple instructors at various, scattered sites. However, this tactic 5 Measuring for repeatable training qualities during the session. Ultimately, measurable outcomes are the intent here. Fortunately, there are very useful tools to quantify the impact of instruction as it is happening. These tools include polls, quizzes and other forms of testing that can take place during the course. After sessions, organizers should employ measurement techniques that prove lasting impact. These measurements can include: quantifying positive behavioral change, and increased efficiency/effectiveness that align with business and employee objectives. The key is to document results that establish the building blocks of repeatable success. In the end, the user/employee response to training is the ultimate barometer of such success, indicating whether training programs should serve as templates for future ones. The potential gains from these training recommendations are immense. They’ll enable senior managers to create an “organization without borders,” one in which all employees are fully focused on a unified set of goals and best practices — no matter where in the world they work. Don Berbary is President of Learning Tree International and is based in the Washington, D.C.-metro area. Richard Chappell is Managing Director of Learning Tree International and is based in London. E-mail Don and Richard. 23 Training Industry Quarterly, Fall 2011 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ http://www.trainingindustry.com/TIQ

Table of Contents for the Digital Edition of Training Industry Quarterly - Fall 2011

Training Industry Quarterly - Fall 2011
From Where I Sit: Back to the Basics
Table of Contents
Ad Index
The Learning GPS
Work that Stretches: The Best Teacher
The Promise and Peril of Social Enterprise
Technical Training: How is it Different?
Companies Press 'Play' on Training Games
Redefining the 'e' in e-Learning
Essential Components for Effectively Training a Global Workforce
Five m-Learning Considerations for Your Talent Management Strategy
Instructional Design: Learning Meets Technology
Improving Training: Thinking Like a Game Developer
Casebook: Pfizer: Moving Product Sales Training Online
Why is Mobile Learning Not More Popular?
Tweet Suite
Company News
Closing Arguments: The Three T's

Training Industry Quarterly - Fall 2011