Why Learning Initiatives Fail
Organizations sometimes seem to have a love-hate relationship with talent development. On one hand, they realize the critical importance of coaching and training to educate, enlighten and engage their workforce. On the other hand, when the rolling waves of revenue get turbulent, coaching and training are often the first budget items on the chopping block.
Don’t squander your talent development budget. Here are some of the most powerful methods of coaching reinforcement following the completion of a core learning solution:
Individual Coaching: Scheduling post-course coaching sessions for a determined period of time, which include agreed-upon success measures, is one of the most effective (and sometimes most costly) ways to reinforce learning. Through dedicated coaching sessions, learners focus on their new knowledge or skills, determine specific action plans in which to apply the new knowledge or skills, set success measures upon which they will evaluate the effectiveness of their action plans, and reflect on what worked and what could improve following their strategy implementations. A different approach is Curbside Coaching, the act of coaching “in the moment”, which typically accompanies a live observation and involves immediate, event-specific feedback.
Follow-up Workgroup: Gathering a follow-up workgroup which includes all the learners from a specific learning initiative is a great way to get the most bang for your reinforcement buck. Like individual coaching, sessions are scheduled in advance for a set period of time, involving agreed-upon success measures and incorporating action plans and individual accountability. These group sessions have the added bonuses of the group’s experiences, successes and failures to share with its members regarding the knowledge or skills addressed in the initial core learning solution. These group coaching sessions can be held in-person, over the phone, or on the internet.
Assignments: This post-course support activity gives learners an opportunity to apply their new knowledge or skills in controlled, observable ways. Some assignments, for technical skills, can be straight-forward tests to illustrate knowledge. Soft-skill assignments often encourage real-life interactions and discussions about experiences. Regardless of the approach, assignments need to focus on reinforcement and development, not just cold, academic data collection. Use assignments as a starting place for discussion, not a summary of employee effectiveness.
Blended Approach: Using a thoughtful blend of the strategies outlined above is a common strategy among effective organizations. Since not every company is the same, it is important to evaluate the best method, success measures, and timeframe in which to execute the best reinforcement campaign. Xponents offers a robust reinforcement package called Skill Reinforcement Pods which blend group coaching, communities of practice, assignments and interactive group dialogues in a secured, online environment.