Learning the do's and don'ts of training

Learning the do's and don'ts of training

Debra Davenport

From bizwomen.com

Smart executives understand the value of smart employees -- and the value of keeping them ahead of the learning curve.

Ongoing employee education can contribute significantly to profitability, productivity, customer service, safety, wellness, efficiency, and reduced turnover and absenteeism.

Whether you've been providing education programs for years, or you're considering implementing a program, there are a number of important do's and don'ts to keep in mind where your employees' learning is concerned.

First, let's distinguish "employee education" from "training."

Historically, the word "training" has been used when referring to dogs and circus animals. Today, we incorporate the training of simple human workplace tasks into this definition.

"Employee education," or what I prefer to call "professional education," requires and develops critical thinking skills. It's one thing to train someone how to answer the telephone. It's quite another to help them learn and understand the importance of interpersonal communication.

When you're developing educational programs, decide from the get-go if they're training-based or education-based.

Here are some other do's and don'ts:

1. Do identify relevant learning needs and bring in experts to deliver appropriate education.

2. Don't conduct training programs simply to check off a box. Laissez-faire training programs generate similar results.

3. Do invest adequate time in the development and delivery of your education programs.

Often clients will ask us what we can teach in an hour. Well, in an hour, we can toss out a lot of information that will neither be retained or implemented. You can't get your BA in six months; neither can you expect your employees to learn anything profound in 60 minutes.

Additionally, classroom learning must be reinforced with both hands-on practice and "homework." Repetitive practice of any concept or task is necessary in order to master it.

Too often we encounter prospective clients who want the quick and dirty fix to internal issues that realistically require a year of intensive re-education, practical application, data collection, and learning reinforcement.

4. Do expect to spend some money. High quality corporate education reflects the knowledge of adult education and curriculum development that only comes with proper experience and education on the part of the instructors.

Keep in mind that your workplace comprises people with varying degrees of IQ and EQ.

In addition, some may have mild learning disabilities, learning resistance or anxiety, language barriers, or many other issues of which you are not even remotely aware.

Skilled educators can assess your team and design learning modules that will ensure success for virtually every employee.

In the long run, it's much more cost-effective to invest in quality education, rather than quickie seminar programs that take a cookie cutter approach.

5. Don't engage in training programs if you're not going to follow through.

Learning is a process -- it takes time and reinforcement to break old habits and form new ones.

Before-and-after metrics will let you know if your employees learned, what they learned, how much they understood, what information they've retained (and what they've forgotten), what they're actually applying, and if they're applying it correctly.

6. Do understand that bad training is worse than no training at all.

7. Do make learning experiential.

8. Do require accountability from all sides.

9. Do assess new hires. As you're assessing personality, communication, problem-solving and work styles, also identify new employees' learning styles. Knowing how they learn best will ensure success.

10. Do encourage off-site learning. Out-of-the-ordinary environments, with minimal distractions, can help to imprint the material being presented.

11. Do motivate your employees to learn. The best way to motivate employees is to enhance their reasons for learning and decrease their barriers.

Adult learning pioneer Malcolm Knowles identified various characteristics of adult learners (for more: http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/adults-2.htm):

- They are autonomous and self-directed.
- They bring a wealth of life experiences and knowledge to the workplace.
- They need to connect learning to this knowledge/experience base.
- They are practical, goal-centric and relevancy-oriented.
- Adult learners need to be shown respect for their experience.

Professional education is one of the most important investments you will make in your company, so always choose quality over other factors -- you and your employees will most certainly reap the benefits of this smart decision.