Training Links Newsletter
Volume five
Post-Training Tools Reinforce Results
Does your company find it difficult to justify the expense of much needed training? Do you struggle with how to sustain and measure behavioral changes?
Training Links understands that these are real issues for Training Professionals and HRD practitioners everywhere. We often get asked how we sustain and measure the results of our clients’ investment. For some, it just seems too hard to measure the results of “soft skills” training. But, if you’re serious about wanting to gauge success, we can help you find ways to do it!
At Training Links, we offer more than just classes. We involve ourselves with the client before, during and after training. We help you identify your measures of success upfront. This knowledge, combined with post-training efforts, produces more measurable results. With our customized tool kits, you can reinforce, assess and measure the impact of your training.
"Participants share ideas and debrief during a recent Training Links workshop."
Supervisor’s Tool Kits
Post-training tools offered in our Supervisor’s Tool Kits set the stage for measuring and proving results. Here are some of the Tool Kit items:
Success Indicators: The Success Indicators Worksheet is a guide in setting realistic criteria to gauge the impact of training over time. As an example: “We are successful if X happens in Y timeframe.” With this end goal in mind, the Supervisor helps employees connect critical skills and behavior to success indicators.
Individual Action Plans: Post-training, Supervisors and their employees work together to establish individual goals that relate to behaviors and skills taught in the classroom. When Supervisors are held accountable for follow-up, the goals in the action plan become an integral part of an ongoing coaching and performance management system.
Follow-up Checklists: Checklists provide a specific listing of the skills and behaviors which are to be reinforced on the job. Checklists guide Supervisors to “raise the bar” over time, expecting more consistent and advanced demonstration of the skills.
Coaching Guides: One-on-one coaching is an excellent way to ensure post-training results. Following our Coaching Guide, Supervisors meet regularly with employees to discuss the training, promote self-assessment, solicit ideas, give feedback, set goals and identify obstacles.
Team Meeting Guides: Supervisors who conduct follow-up team meetings using our Team Meeting Guides see greater results post-training. The Guides outline specific topics, instructions for conducting meetings, scenarios, games, and more.
Games: Games are an excellent way to liven up team meetings, spark the competitive spirit and motivate employees to apply skills learned in training. Our Game is a pre-packaged, group game complete with question cards customized to the training content.
Suggested Incentives: Whether tangible or intangible, incentives motivate employees to make lasting changes. The Supervisor acts as a cheerleader for his or her team, celebrating successes, and choosing from a variety of incentives to offer meaningful reward and recognition.
Follow-up Surveys: An effective way to assess the impact of training is to survey employees (and their Supervisors) at certain intervals. With carefully constructed questions, the Follow-up Survey can be used 90 days post-training to reveal the extent to which employees have made positive changes.
For more information about the Supervisor’s Tool Kits, visit us at www.yourtraininglinks.com or contact us at info@yourtraininglinks.com. |
