Could You Be Replaced By an App? – #6: Stop Indulging in This Harmful Post-Training Practice

August 26, 2015

Last week, we asked you to consider if your training participants even know why they’re in your program. Click here if you missed it.

This week, we finish up this quick tip series with tips for what to do, and what not to do, once the training program is complete.

Trainers often indulge in one particularly harmful practice immediately after a training program, which could negate all of the effort they’ve just put in. Read on to find out what it is and what you should be doing instead.

The training is complete, and participants have returned to their jobs. Do you let out a sigh of relief and turn your attention to the next training class? No! Training is the beginning, not the end.

As tempting as it may be to proclaim the training to be finished, resist the urge and avoid wasting all of the time and other resources you’ve already invested. After training, it’s time to ensure that the required drivers that you and your stakeholders agreed upon during the planning phase get activated.

Required drivers are the processes and systems that monitor, reinforce, encourage and reward performance of critical behaviors on the job. These are things that drive home that the skills taught in training need to be performed on the job.

Think of required drivers as the lights, signs and guard rails on the bridge. They show the right path and are there to actually keep people on track if they start to go astray. Examples of required drivers that you and your stakeholders can agree to implement include:

  • Job aids
  • Refreshers (on demand, or scheduled)
  • Coaching
  • Mentoring
  • Recognition and rewards for demonstrating the right behaviors
  • Interviews and focus groups to discuss on-the-job performance

A strong Level 3 plan including clearly defined critical behaviors and a thoughtfully selected group of required drivers is one of the biggest determinants of program success and ultimate accomplishment of high-level goals.

Like a civil engineer, make sure your plan sees everyone successfully across the bridge and to their destination.  

Join the Discussion

We hope you enjoyed this quick tip series, and we would like to hear from you about how you are implementing the ideas we’ve shared. Here are some ways to join the conversation:

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Additional Resources

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

Implementing the Four Levels

Could You Be Replaced By an App? – #1: Are You Still Just Designing and Delivering Training?

Could You Be Replaced By an App? – #2: Learn How to Engage in L&D Activities That Cannot Be Automated

Could You Be Replaced By an App? – #3: Do Your Stakeholders Trust You To Solve Their Problems?

Could You Be Replaced By an App? – #4: The Dangerous Training Phrase You Should Stop Using Now

Could You Be Replaced By an App? – #5: Do Your Training Participants Even Know Why They’re in Training?

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