Posts Tagged ‘Training Adoption’
FREE WEBINAR – Training Transfer: the Secret Sauce for Making it Stick
Title: Training Transfer: the Secret Sauce for Making it Stick
Date: Thursday, September 12, 2013
Time: 2:00 PM – 3:00 PM EDT
I believe that learning is continuous and shouldn’t stop when a training session ends. This approach is a total immersion learning experience that emphasizes training transfer, which drives adoption, which drives impact (company value). We need to think beyond training sessions to ensure the information “sticks” and will be used effectively in the workplace. This interactive conversation demonstrates how to incorporate training and development lessons into “real world” situations.
In this complimentary webinar, I will explain how to integrate training into your teams’ work behavior and implement activities and techniques that will increase your company’s training transfer rate to 60-70% or more. Additionally, I will explain how to use innovative techniques throughout the entire process – from pre-course, training, and post-course – to successfully drive training transfer.
In this session, participants will learn:
- What is “training transfer” and why is it important?
- More than 20 specific actions to do before, during and after training to improve the “stickiness” of their training.
- How to partner with management for training’s roll-out, so more skills are transferred to the workplace.
- The importance of planning for training transfer in the earliest set-up phases of your training – and how this increases training’s ROI.
- How to cultivate a “training transfer mindset and culture” in your company.
Title: Training Transfer: the Secret Sauce for Making it Stick
Date: Thursday, September 12, 2013
Time: 2:00 PM – 3:00 PM EDT
Reserve your seat at: https://www1.gotomeeting.com/register/264748329
Decision diary as post-course training transfer and evaluation activity
I am always thinking of ways to make training transfer and Adoption Evaluation better, more efficient, valid, reliable, and meaningful to participants. I have decided to pilot the use of a decision diary as a post-course transfer activity and then use that data collected as part of my Adoption Evaluation work with one of my clients.
Before I employ this, please take a few moments to look at what I am thinking about. Do you have any suggestions? Have you done anything like this before? If yes, what were your lessons learned?
My definition of a decision diary for training transfer is … a record of decisions made by the participant post-program associated with the use of skills learned, together with any assumptions made and the reasoning employed. The record is used to derive lessons to assist future decision-making and evaluation of the Adoption Rate of predicted on-the-job behaviors.
I provide participants with an on-line system where they can easily capture their decisions using the form below. During the course, we train participants on how to use the system and when to update. I recommend 5 minutes at the end each day for 2-4 weeks.
Weekly I compile the dairy entries and send them to each participant for their records. I then compile all the data and use it as part of my Adoption Evaluation data collection methods and include it in my analysis.
So what do you think? Worth the effort? Doomed for failure? Any thoughts you can provide would be greatly appreciated?
Predicting Training’s Value Step 6: Predict Adoption Rate
Not every participant will adopt his or her goals. The question is what is an acceptable percentage of those who adopt? That is what the adoption rate attempts to do. It is the percentage of participants that we want to perform the work (Adoptive Behaviors) and is the prediction of successful transfer from training to the workplace. The Steering Committee needs to answer this question for each Intention Goal: What percentage of participants with this Intention Goal will successfully perform the Adoptive Behavior?
Training Evaluation and the Financial Goals of the Firm
Many business leaders define the ultimate financial goal of a firm as “to maximize shareholder wealth” or “the creation of shareholder wealth.” Both terms may be used interchangeably but essentially the goal is to have the price of its stock as high as possible. In order for a company’s stock to grow in value you must have profitable growth.
Profitable growth means that a company’s profit grows at a greater rate than revenue. This however might be difficult to achieve over a long period of time. At the minimum, companies try to make sure that their profit is growing at the same rate as their revenue.
Profitable growth begins with the growth in a company’s revenue or “top line” but that is not enough. What a company really aims at is growth in profits or “bottom line growth.” It is the growth in profits that investors seek from a company in order to be willing to buy its shares, thus creating demand for the shares and increasing their price.
Seven Key Principles in Adoption Training Evaluation
Whenever we perform training evaluations, whether as an external consultant or as an employee, we need to follow the standards for evaluation as laid out by the Joint Committee on Standards for Educational Evaluation. I was lucky enough to be an adjunct committee member in the early 90s and have done my best to apply these standards throughout the years.
Having done so many training evaluations (externally and as an employee) I have concluded that there are seven principles in conjunction with the standards, which I use to guide successful evaluations. I am glad to share then with you – enjoy.