Courageous Training: Bold Actions for Business Impact What if Training Really Had to Work? ©...

Courageous Training: Bold Actions for Business Impact

What if Training Really Had to Work?

© Advantage Performance Group – 2007All Rights Reserved – Reproduction of these materials in any form is prohibited without prior written permission from the Advantage Performance Group

Training 2008

Robert O. Brinkerhoff Advantage Performance Group February [email protected]

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group

www.advantageperformance.com

Training Impact Estimation Worksheet

Did not try it at all? Tried it a bit, had trouble, went back to old methods?

Used it and achieved concrete & valuable results?

% = % = % =



COSTS

RETURN

Predictable Training Impact Distribution

? %DID NOT TRY IT

AT ALL

? %TRIED IT TO SOME EXTENT BUT

GAVE UP

? %TRIED IT AND GOT POSITIVE

RESULTS



COSTS

RETURN

Courageous Training Goal

? %DID NOT TRY IT

AT ALL

? %TRIED IT TO SOME EXTENT BUT

GAVE UP

90%+TRIED IT AND GOT POSITIVE RESULTS



Making Training Work

Good (the past challenge)

Low High

High

Importance to Business

Quality ofTraining

Low



Making Training Work

Great – The future challenge

Low High

High

Importance to Business

Low

Application of

Learning



FailureReason

PercentageEstimate

What Causes Failure to Get Impact?

Application Environment

• Didn’t get any managersupport

• Had no opportunity to tryit out

• Lack of peer support• No incentive to use it• Lack of feedback and coaching• Etc.

Learning Intervention

• Could not learn it• Wanted to learn it, but

instruction failed• Bad training design or materials• Facilitator did bad job• Etc.

Preparation & Readiness

•Wrong people attended• Mgrs were not aligned

around the initiative• No clear reason for

attending•Lack of preparation focus•Didn’t need it; already

used it•Etc.



Learning EventLearning EventBefore After

Training: The Reality

RESULTSResultsResultsResultsResults

Greatest Opportunities for– Improvement

– Leverage



RESULTSCreate Focus

& BuildIntentionality

Provide Quality Learning

Interventions

Support Performance Improvement

A New Model for Performance



RESULTSCreate Focus



Interventions


A New Model for Performance

Implementing this approach requires new actions from managersImplementing this approach requires new actions from managers

Sustaining this approach is a whole organization accountability – not just L&D’s accountability

Sustaining this approach is a whole organization accountability – not just L&D’s accountability



Three Trainees Debrief

Which will have greatest impact?

Which is most common?

How was Trainee #3 “made”?



RESULTSCreate Focus



Interventions


Moving the Theory into Practice

Evaluation to “teach” the organization:

When it worked, what value achieved?

When it didn’t work, what value was left on table?

Who did what to make it work?



The Impact/Manager Support Cycle

Training that Works

Concrete Results

That Add Value

Effective Manager Support

Evaluation&

Measurement



Some Recent Successes

Pitney Bowes– Implemented major sales strategy requiring

training; embedded HIL tools into process

– Measured business impact & application of training

– Achieved 40% increase in this high priority sales area when HIL tools were used

– As a result of study, Sales VP changed process for how training was implemented

– Success led to mandatory manager preparation of trainees



Courageous Training Call to Action Acknowledge our mission

Confront reality

Educate customers

Focus our learning efforts on the entire Learning-Performance process

START NOW!

– Build a learning/performance-capable organization

– Measure and provide relentless feedback

– What is learning?

– How does it add value?

– What do customers have to do?



New Book – Berrett Koehler 2008

Courageous Training: Bold Actions for Business Impact What if Training Really Had to Work? ©...

Documents

Transcript of Courageous Training: Bold Actions for Business Impact What if Training Really Had to Work? ©...