Training is essential for learning new knowledge and skills, and is necessary across all industries to stay current and up to date. But training isn’t finished when the participants complete the course.
Current Training Reinforcement
A need is seen for a particular new skill, so training is created and then offered. Training can take many forms: instructor-led in the classroom, virtual, elearning, and computer-based. No matter the mode of training delivery, the goal is usually the same: to deliver certain learning objectives to the participants.
Training doesn’t usually happen on the job. Participants receive most training outside of their normal work environment. There might be a post-test or survey to see how the training went, and then the participants return to their daily routines. It might have been well designed training, crafted by the best instructional designers and facilitated by the best trainers, but usually training is viewed as “completed” when the participants leave the classroom. This is where current training reinforcement misses the mark.
The Future of Training Reinforcement
For participants to fully realize the training’s learning objectives, they must have time to reinforce and apply what they have learned back on the job. This reinforcement and application should happen over time to solidify their new knowledge and skills. Furthermore, this reinforcement and application should be measured to prove the training’s effectiveness.
Reinforcement is not the same as reminding. While it can be helpful to follow up a training with some reminder content, that’s still not providing opportunities for application. Training Reinforcement does involve some reminders of what was learned, but more importantly, it calls the participants to action- to apply what they have learned and reflect on their progress and outcomes. Training Reinforcement requires not just the mastery of the learning objectives of the training, but the successful implementation of the participants’ behavior changes.
Reinforcement and Measurement Over Time
The initial training should not only have learning objectives, but contain behavior outcomes as well. What will the participant do differently after the training, and how will that be measured? These behavior outcomes are reinforced, along with the learning objectives, over the course of the Training Reinforcement. A Training Reinforcement program might last weeks or months, depending on many factors. No matter the length, ample time for application, self-reflection, and measurement must be offered during the Training Reinforcement program.
Participants must also receive some kind of feedback during their Training Reinforcement program. Beyond self-reflection, they must be provided with feedback and measurement on their progress. They should be able to see their own progress with both learning objectives and behavior outcomes. What are they doing well with and where do they have opportunities to improve? This essential information can only be provided by reinforcing the training and measuring the progress over time.
Does your Training Reinforcement Program Measure Up?
You’ve made sure that your training courses are expertly designed and delivered. But what about your Training Reinforcement programs? Are you reinforcing the training, providing opportunities for application, and measuring participant progress over time? Remember, training is not finished once participants leave the training room. It’s just getting started!
Want expert advise on how to craft the perfect Training Reinforcement Program? Use the button below contact Mindmarker and we’ll setup a free, no-risk demo to discuss your learning objectives.