Training only provides capability to employees – the opportunity to try and master learned skills is where performance really happens.  For me, the element that is most crucial in the Learning to Performance system is organizational support by management.

There are numerous methods by which the management team can support learned skills and turn them into successful performance.  Today, I offer a few techniques that work in most environments and with any type of learned skill.

Tip 1: Post-program teleconference/web meeting with managers. Once participants have graduated from the training program, consider holding a post program teleconference with their managers. The objectives of this meeting are: (1) to educate and inform management of the new skills that have been acquired by their employees in training, (2) describe the on-the-job behaviors that were identified in the Impact Map and designed into the learning experience, and (3) provide management the tools and techniques they can use to fully support their employees as they try out the new skills on the job.

If possible, have a senior leader invite and host a meeting, therefore increasing the likelihood of attendance by management. As a training professional, your role is one of facilitation and answering questions versus driving attendance and subsequent action by management. The key to this session is to drive home the desired on-the-job behaviors that were clearly identified in the Impact Map.

Tip 2: Managers conduct post-course conversations with employees. Holding a brief conversation with participants after training makes a significant difference in what gets applied on-the-job, especially if supervisors review participants’ action plans . Ideally, you would like this conversation to occur within 1-2 weeks after training – the sooner the better. This provides an opportunity for the manager to shape their employee’s transfer (action) plans and set up support as the employee progresses down their journey. These conversations usually take only 5-10 minutes. Consider supplying managers with a Post Course Conversation Job Aid that’s customized for the course (in this case Project Management).

Tip 3: Incorporate the employee’s Action Plan into their annual development plan. If you can, and if it’s within your company’s policies and practice, incorporate the action plan from the course into your employee’s annual development plan and objectives.

Tip 4: Ensure employees have the proper tools and resources. Many times, employees get back to the work environment and the tools and resources that they learned in class aren’t available to them. Without the right tools and resources, transfer and subsequent performance is highly unlikely. Therefore, the solution is to ensure that the employees have the proper tools and resources to be successful.

Tip 5: Reward and recognize employees. As employees successfully implement skills learned in training and, therefore, their performance improves, use your company’s approved reward and recognition practices to honor them. These simple tips are best practice activities for organizational support by management.

As always, I would like your reaction to these items.