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Improving Training Outcomes
The document discusses common reasons for training failures, emphasizing inadequate needs assessment and learner support as major factors. It outlines strategies to improve training outcomes, including the importance of supportive organizational culture, effective coaching, and ongoing evaluation of training materials. Additionally, it highlights the need for trainers to be aware of their competencies and adapt to diverse learning styles.
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Improving Training Outcomes
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- 4. I’m your friend Allan
- 5. Friends – 2million
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- 10. Before During After
- 12. Learning, Education and TrainingProfessionals Group
- 13. What is themost common reason for training failures?
- 14. What is themost common reason for training Failures? (357 votes) Inadequate subject matter knowledge 11% Inadequate needs assessment 53% Poor design 13% Poor delivery 16% Insufficient measurement metrics 7%
- 15. What is themost common reason for training Failures? (152 reasons) Learner not supported 27% Inadequate needs assessment 13% Organisation culture not supportive 12% Learner not motivated 9% Training material does not meet needs 9% Inadequate trainer skills 7%
- 16. Before During After Support the learner
- 17. Support the learner coaching equipment check sheets forums e-learning follow up
- 18. Support the learner coaching Joyce and Showers study 1980s - Teacher skills Given Theory 10% + Demonstration 13% Success in + Practice 16% implementing new + Feedback 19% teaching skills + Coaching 71%
- 19. Support the learner coaching Meeting Course Coaching Review
- 20. Support the learner coaching Instructions In your groups, design a one page form that could be used by a manager or supervisor to - 1. Discuss expectations prior to attending a course 2. Plan and record coaching sessions after the course 3. Record the final outcome of the training
- 21. Support the learner forums
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- 23. Before During After Do a needs analysis
- 24. Do a needsanalysis Analyse needs Training Develop Evaluate cycle Solutions Implement solution
- 25. Do a needsanalysis What will give rise to moving and handling training needs? Brainstorm and discuss in groups
- 26. What skills to achieveobjectives? New equipment or processes? Performance reviews Analyse needs Changes to Problems? legislation? Quality, customer complaints, waste, safety
- 27. Before During After Develop a supportive Organisation culture
- 28. Develop a supportiveOrganisation culture What is the result of a non supportive culture?
- 29. Develop a supportiveOrganisation culture How? • 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
- 30. Before During After Do a needs Support analysis the learner Develop a supportive Organisation culture
- 31. Before During After Develop learner buy-in to training
- 32. Develop learner buy-into training I already know I don’t have Its not relevant that stuff the time Why me?
- 33. Develop learner buy-into training During Before After
- 34. Develop learner buy-into training Before Make sure training arises from identified need Manager/supervisor meets with delegate Trainer makes contact with delegate
- 35. Develop learner buy-into training During Trainer develops rapport Objectives and WIIFM at start Trainer makes use of adult learning principles
- 36. Develop learner buy-into training After Coaching and support Follow up with supervisor Provide resources
- 37. Before During After Review training material
- 38. Review training material Analyse needs Develop Evaluate Solutions Implement solution
- 39. Review training material Evaluate IMPACT ON THE ORGANISATION Level 4 IMPROVED JOB LEARNING PERFORMANCE OBJECTIVES LEARNER REACTION Level 3 Level 2 Level 1
- 40. Before During After Develop the trainer
- 41. Develop the trainer Subject matter expert Unconsciously Competent Consciously Competent Novice Consciously Incompetent Unconsciously Incompetent
- 42. Develop the trainer Conscious of their Unconscious Competence TRAINER Unconsciously Competent Consciously Competent Consciously Incompetent Unconsciously Incompetent
- 43. Develop the trainer content process (what) (how) lesson plan
- 44. Develop the trainer TIPS 1 2 3 4 Tell Instruct Practice Support
- 45. Develop the trainer Be aware of ‘Cognitive Overload’
- 46. Develop the trainer YELLOW BLUE ORANGE BLACK RED GREEN PURPLE YELLOW RED ORANGE GREEN BLACK BLUE RED PURPLE GREEN BLUE ORANGE
- 47. Develop the trainer Learning styles? VAK Honey and Mumford Kolb 4Mat Multiple intelligences
- 48. Develop the trainer Adult Learners 101
- 49. What is themost common reason for training Failures? (152 reasons) Learner not supported 27% Inadequate needs assessment 13% Organisation culture not supportive 12% Learner not motivated 9% Training material does not meet needs 9% Inadequate trainer skills 7%
- 50. Before During After Do a needs Develop the Support the analysis trainer learner Develop a supportive Organisation culture Develop learner buy-in to training Review the training material
- 51. IMPROVING TRAINING OUTCOMES Allan Skinner