Companies spend large sums of money to sending employees for training to improve performance. When employees return, they resume ineffective habits. Ken Blanchard says in his book, KNOW, CAN, DO, that he is frustrated people do not implement the changes he teaches. The point of leaders sending employees to training is to develop to new, effective behaviors in employees and become better people. Here are some ideas how leaders effectively help employees implement behaviors learned at training increasing their return on investment (ROI) on training.
Require employees to take notes during class. Note taking improves retention. Hand written notes are better than typed notes in the classroomi. When they return to work make them then sit down and type those notes. Typed notes are better than handwritten notes after the class. Typing notes requires the student to revisit the material again providing an additional opportunity to learn improving training ROI. It also provides a readable copy of the notes which will be more useful a few years from now. They understand the type written notes better than their hieroglyphs taken in class. Typed notes should include the title, location, and date(s) of the training, the name of the employee completing the notes, the name of the presenter, and a website for additional information. Typed notes are necessary for a later step in this process, sharing learning with others.
Once your employee has completed their note typing, have them report to you the big concepts taught in the class. Ask them the one or two take always they think are most important to implement in their work behaviors. Work with them to develop an action plan or goal. There are a few other blogs here on goal setting and developing personal improvement plans. As the leader, you have the responsibility to periodically check in with the employee to monitor progress. Employees require your guidance to overcome obstacles and provide encouragement. Set aside 30-60 each week in the first few weeks after class to meet with the employee and measure progress.
One great way to improve learning is teaching. Have the employee present what they learned at your next staff meeting. There are several advantages to having employees present after training. One is you increase your return on the investment you made on that training event. Every employee learns something new, not just the employee who attended the training. Second, the employee becomes the teacher and for a short time, the subject matter expert. This puts them in the spotlight. Everyone craves recognition. This is a great method allowing employees to shine in front of their peers. Third it provides you an opportunity to discuss why the behaviors learned in that training are important. You reinforce for staff what new behaviors you expect from all of them. The message about expected new behaviors comes from a peer. Peer pressure is strong. Use it to your advantage.
Remember those typed notes? Copy and distribute them during the short training session. The notes should include the name and email address of the employee who took the notes. Having the employee’s name and email on the notes provides contact information for others. When other employees have questions, they are able to contact the company’s subject matter expert and receive answers; another opportunity for the subject matter expert to shine.
It may sound a bit overboard to provide all kinds of recognition to an employee returning from training. In some organizations, training is viewed as punishment. People in those organizations think the only reason the company would send someone to a training event is because they messed up something. The training is the company’s way of telling the employee and others about your mistake. Highlighting the positive impacts from training encourages others to want to attend and learn. It is the basis of a learning and improving organization.
Since your employee returned from training, you worked hard to groom him or her into a subject matter expert. You allowed them to share their new knowledge with others. You developed a plan encouraging them to implement changes in behavior learned at the training. Now reap the rewards. Appoint your self-grown expert as a mentor. Assign a protegee to the mentor who is dealing with performance problems. Often we think of performance problems as coming from problem employees. Frequently though performance problems come from inexperienced people, or people assigned new tasks without appropriate background or training. Use your subject matter expert to teach this person how to improve. As they work with the newer person, they may find a need to refer back to their original class notes. Good thing they typed them so they are legible! Because you modeled goal setting with your employee, they use that skill to help their protegee set goals. Your newer, inexperienced person benefits from the training provided to the mentor weeks or months ago, another return on your investment. Instead of sending this person to the same training to learn the basics, you book them for something different. When they return, repeat the process and you have a new expert on a different topic.
As time passes, you find many of your people have gone to a wide variety of training. Some learned to become effective leaders. Others learned how to improve customer service. All attend regular training about advances in your company’s field of expertise. Every employee is up on the latest in each area because they benefit from the micro trainings each new subject matter expert provides after an off-site training opportunity. Your people acquired lots of information boiled down in carefully typed class notes. Many have become strong leaders. Eventually people move on to other activities in life. Because you took the time to train everyone about a wide variety of issues from leadership, to cutting industry trends, and building strong networks ensuring customer needs are met, you have no problem replacing leaders. Someone is ready to step into the role. This is the final pay off from that training investment perhaps years ago. You have the right people in the right places with the right training and experience so when someone leaves, no one misses a beat.
Sending employees to an off-site training is a big investment. Good leaders understand how to leverage the learning of one person so that everyone on the team learns. Using these skills the ROI on your training investment. Employees use a training event to help other employees develop goals changing behaviors, the objective of training. Good leaders spotlight the employee’s learning and behavior changes by helping them become subject matter experts. Good leaders set the stage for people to want to go to training because they understand you want them to stick around for a while. You developed a library of knowledge in the typed class notes which is available for everyone. Employees have contact information for subject matter experts. Employees mentored others learning to lead. You influenced change. You influenced others to effectively improve behaviors and accomplish the organizational mission. You maximized the return on the company’s investment on training. Next time someone comes back from training, put them to work so everyone becomes better and maximize ROI on your training investment.
i Doubek, James , and NPR Staff. “Attention, Students: Put Your Laptops Away.” Weekend Edition Sunday. April 11, 2016. Accessed March 09, 2018. https://www.npr.org/2016/04/17/474525392/attention-students-put-your-laptops-away.,
Mueller, Pam A. “Take Notes by Hand for Better Long-Term Comprehension.” Association for Psychological Science. April 04, 2014. Accessed March 09, 2018. https://www.psychologicalscience.org/news/releases/take-notes-by-hand-for-better-long-term-comprehension.html.
For coaching skills from Ken Blanchard Companies: https://resources.kenblanchard.com/whitepapers/coaching-skills-for-leaders-the-missing-link
Good SlideShare summary of Know, Can, Do:
For more information on goal setting:
For a goal setting worksheet:
Note taker from pxhere.com.
Climbers by Andrew St. Cyr used by permission