It has taken your team countless hours to create the perfect training course and implement the new content with hundreds of employees. You had clearly defined learning objectives and your training sessions were interactive.
You followed all the “rules” of creating the perfect training course but a few months after your first session, you were not seeing an increase in knowledge retention and participants did not change their behaviors. Where did you go wrong?
Included below are three common mistakes that many training departments make after a training course has ended.
You’re Not Tracking Your Results After Training
Do you have a clearly defined procedure for tracking and analyzing your training results? The typical training department does not have a clearly defined system for tracking the impact their training has on behavior change.
If you are not tracking your results, how do you know what areas of your training need improvement? You don’t! All training departments should have a clearly defined system of how to track the impact their training has on participants and how to improve those results.
Assuming You Have a Training Problem
Many training departments assume there is an issue with the training course when they are not getting the results they expect. Unless participants’ behaviors are changing, training will not have a lasting impact.
What’s worse, many training departments assume there is an issue with the training program without having a detailed analysis of their participants’ knowledge retention and behavior changes.
Continuously reinforcing your content after training has ended can help solve part of this issue (knowledge retention), but you will still need to change your participants’ behaviors for your training to have a lasting impact.
You’re Not Creating Actionable Intelligence
Are you creating actionable intelligence from the data gathered about your training program? Actionable intelligence is the data gathered from a reinforcement program that is used to identify and fix any problems areas within an organization.
It is important that all training departments have a method to gather and analyze data after training has ended. Traditional sources, such as participant surveys (“happy sheets”) and one-on-one coaching can become burdensome and typically do not provide insights into the impact your training has on participants.
A more practical approach is to continuously reinforce your content over a period of time. During this reinforcement, you will be able to analyze the knowledge retention and behavior changes of all participants in your course, allowing you make changes to your training content only when needed.
Learn more about how Mindmarker can help you achieve lasting behavior change and increase your training impact.