Employee development has so many facets. Let’s focus on one that you may have encountered in your career –okay training and Great Training.  What makes training great? How can you successfully develop individuals while also driving company results? We Know that not all training courses are the same, but we still want to discuss 6 and a half things that can make for a Great Training.

1.       Clear Objectives

Setting clear objectives for each distinct training will force you to define the learners’ specific learning goals and provide measurable outcomes. Not only does this allow for time management and delivery consistency, but you will also be able ask at the end of the training, “Was today’s objective accomplished?”

2.       Engaging Content

When it comes to effective training programs, creating compelling content is just as critical as having clear objectives. Dull or uninteresting material simply won’t cut it if you want your audience to be engaged and attentive throughout the session, let alone retain any of the information they learn! Luckily, there are several ways to make training materials more interesting. You can incorporate various formats like videos, animations, or simulations. Storytelling techniques are also useful for building a connection with your audience by evoking emotions that resonate with their lived experiences. Personal examples that align with their job roles can be particularly impactful in reinforcing lessons learned.

3.       Interaction

No matter how exciting the presentation style or content, it’s important your audience is active in the learning activities rather than a passive onlooker. After all, interaction is key when it comes to knowledge retention! Interactive exercises bring this idea home by allowing learners a chance not only to think about what they’re being taught, but also actively engage in group discussions, hands-on tasks, and teach-backs. Offer attendees a successful learning experience that requires attention to the crucial elements of the objectives. One key factor involves providing interactive exercises that foster hands-on participation while receiving meaningful feedback from skilled facilitators in real time.

Teach them and then let them try applying it to their lives. We have a sub-to-hire program where we sit right next to recruiters while they are on the phone and coach them in real-time. Yes, we invade their workspace to help with the interaction outside of the traditional teaching environment.

4.       Skilled Facilitators

Instruction also involves experienced facilitation. I have found the most skilled facilitator must be adept at creating an inclusive learning environment that allows them to manage group dynamics while clearly presenting complex concepts and providing constructive insights throughout the session. These roles are crucial for creating a learning environment and maintaining engagement.

5.       Feedback

Relevant feedback is fundamental for continued improvement long after your training sessions have concluded. This feedback should be specific and actionable so learners can readily identify strengths and opportunities for growth. Feedback is a gift; you wouldn’t tell them if you didn’t care.

6.       Post- Training Support

Post-training support provides vital assistance in applying lessons learned once the training event concludes. Follow-up sessions may be organized to reiterate key concepts and answer any pressing questions that arise during implementation while coaching. Mentorship programs offer ongoing guidance beyond the initial program window.

Additional resources like manuals, templates, or online courses help reinforce learning over time, providing valuable reference resources for those who want to continue growing beyond any formal initial program delivery period.

The half: Evaluating the Training – The Integral Part of Success

Traditionally, organizations invest in employee development programs to stay competitive within their respective industries. However, creating a top-notch training experience is not enough if it’s not effective at achieving its goals. Evaluating your training can identify areas for opportunity, leading to further improvement opportunities. After all, employee development is a journey, not a destination.

 Evaluation is often considered an afterthought. Nonetheless, it’s as equally crucial as designing the course curriculum itself. Employing various methods such as surveys, focus groups, and interviews post-training helps measure whether learning objectives were met or not. Surveys are useful tools that provide quantifiable data related to participants’ confidence levels before and after attending a given session or specific timeframe, as well as the impact being made by what was taught over this period. Focus groups, on the other hand, offer unique insights into aspects like program strengths and weaknesses, with differing perspectives based on lived experiences.

Overall, using these best practices ensures a transformative educational experience designed to empower learners with practical knowledge they can use inside or outside of training settings and throughout their lives. Planning a successful training event requires clear objectives with demonstrative examples that showcase how attendees can utilize such feedback in their respective work roles. It’s worth considering feedback sources from multiple angles: peer evaluations, self-assessments, job performance data, or input from trainers/facilitators themselves could all contribute valuable insights.

A training program with rigor and intentionality ensures your investment is worth it, not only in terms of what you deliver to the learners, but the outcome that will follow.

Wondering how to design and deliver effective training programs? We can help! Connect with us today.