Challenges of Training

Reasons
Most trainings have two primary reasons Either people are not performing as effectively as they could or People need to learn new skills for future responsibilities

 Did the training make a measurable difference? There are 5 tips to ensure this measurable difference, a real long term impact. Need analysis Customized for clients Practical experience Adult learning Post-Training Intervention

Need Analysis
Senior managers complain about junior managers and ask us to train them. A large MNC asked us to make their middle management problem solver', who could solve their own issues, instead of escalating all issues to their managers.

Solution
When a team of trainers took this issue,they realised that , in the past, solutions by midlevel managers generally met with luke warm support, and when things went wrong,they were severely reprimanded.No training can help here, unless the seniors first inprove delegation, empowerment and coaching skills.We need to identified these real problem, across levels, not the symptom.

Customized for clients

A large telecom approached a group o trainers as how to sensitize its circle business heads on the need for financial prudence. Profitability was poor, partially because of tough competition and business heads( generally with sales background) were still focusing on volumes and customer base, but not on the cost of acquiring and retraining a customer

Practical Experience
We needed a consultant, with deep contextual familiarity. if we have to train the sales force of an education company. We need a trainer who has experience doing business development in the education sector. A food major was asked to improve the business partnering of its finance team. (we gave multiple FMCG example of how finance teams have helped the business make the right strategic choices- in distribution,plants,sales promotions,Pricing, areas relevent to the audience.we got former FMCG Chief Finance officers to share their experiences and offer practical tips.The training was so successful it was rolled out across the globe.

Adult Learning
The challenge for any program me is to ensure long-term retention and real- life application. we need to understand the science of learning. Real-life examples, lectures, videos, interactive activities, quizzes &games need to be used to help in internalization(show, tell, make the do, make them teach) we also need to give a lot of respect to the experiences the participants bring, and keep showing them how this knowledge will help them achieve their own goal

Post-Training Intervention
We must rigorously follow all the four levels of Kirkpatrick model Reaction- What participants thought and felt about the training is usually measured immediately after the workshop. Learning- The resulting increase in knowledge or skills & change in attitude. A small quiz may be organized at the end to ensure key learning is internalized. Behavior- Transfer of knowledge, skills, and/or attitudes from classroom to the job. This evaluation occurs 3-6 months post training while the trainee is performing the job. Evaluation usually occurs through observation. Result- Install a control and do rigorous due diligence of whether business results improved as a result of the workshop. This may not be exact, but very much satisfying for the trainer to justify the cost of training programme.