In my last post, I wrote about the initial phase of a strategy “roadmap” designed to help organizations effectively implement and sustain learning.
Once an organization has fulfilled the goals of that first phase (“Ready”) the planning, audience targeting and communicating benefits about the upcoming training is complete.
The next step is to move into the second phase: Learn.
In the “Learn” phase, the organization focuses on maximizing the impact of the training that is being delivered.
As with the “Ready” phase, our research and experience has brought us to a few critical best practices for achieving success in the “Learn” phase:
- Be culture-aware, making sure you understand how
your organization values learning.
- Build a learning experience that includes
skilled trainers and experiential instructional design.
- Assign clearly-defined and measurable goals and actions for participants.
It’s also important for participants to feel supported and encouraged for being part of the learning initiative, which might include learners contributing in the planning (“Ready”) phase, or individual managers having a presence during the learning experience.
In order to maximize the active learning stage of any training initiative, it’s imperative for organizations to tailor the learning to the organization, the individual learners, and the broader business strategy. Rather than using a rushed-into, one-size-fits-all learning intervention, the wise organization recognizes that delivering solutions with impact requires understanding the intricacies of the specific organizational environment and tapping into the experience of experts.
A report, Smart Strategies for Sustained Learning Success provides detailed recommendations and best practices for all four stages of the learning process to help ensure an organization takes a learning solution from workbook to workplace.
Next week, I'll be discussing an ideal learning environment that leaders should cultivate once a training program has been implemented.
Enter the next, very critical phase of learning: transferring new skills to the job.
Sharon Daniels is CEO of AchieveGlobal in Tampa, Florida