The document discusses ways to enhance participation after a training program to maximize the output and ensure participants apply what they have learned. It recommends conducting evaluations to assess behavior change and learning, sharing additional materials for further reading, assigning courses or projects for hands-on application of concepts, and having trainers coach participants as they implement concepts in the workplace. Taken together, building participation before and after training can generate motivation and drive development.

1. Enhance Participation after the Training Program
Training programs are conducted to enhance knowledge and skills for improving efficiency
of the Participants. But, do Participants take back everything they have learnt to the work
place? Most surveys have revealed that Participants use only 20% of what they acquired in
the session. When we invest so much of time and money in the training programs, we must
make sure that there is 100% output from it. As we have mentioned in our previous article-
“Build participation before the Training program” trainers are now connecting with the
Participants through internet (emails, e-learning, blended learning and LMS).
We, shall now look into the post program activities which would maximize the output-
Evaluation:
Conducting tests or doing a multi-rater survey would help in assessing the change in
behaviour and extent of learning by the Participants. Evaluation results would help in
preparing the development road map for the Participants.
Sharing relevant Material:
The Trainer can share materials in the form of books and articles for further reading on the
concepts. This would help in rewinding the concepts and also at the same time share greater
details on the subject.
Assigning a Course, a Project or an Assignment:
Participants would get more clarity on the concepts when they do assignments or a project or
a course assigned by the trainer. When these are given in groups, it encourages discussions
and exchange of ideas among group members, there by further enhancing their knowledge.
Trainer Acting as a Coach:
Participants face difficulties when they try to apply theoretical concepts from training
sessions to everyday work place behaviour. For this a trainer can act as a coach during the
transition period (transfer of learning into performance).
In conclusion when we “Build participation before the Training Program” and “Enhance
Participation after the Training Program” we generate Motivation (pre program connect with
participants) and drive Development (post program connect).
Regards,
Simplifymytraining.com