No, I haven’t changed my mind from the post on the 14th titled The three components of effective training? I have always liked my four component approach but it is difficult to achieve unless you have the ability to coach the learner for a period of time after the learning has occurred in the more formal training period.
Why is it difficult? Basically you need the following factors to be present for the Post Program Support phase to work:
1. A supervisor, team leader and/or manager who can coach and wants to coach
2. An interest from (1) above to see the employee learn and develop on the job
3. An organisation who provides the time, resources and training (employee and supervisor) for this phase to work
4. A trainer who passes information on to the workplace coach
5. A trainer who can and is allowed to build into the overall training program a comprehensive on the job component and on the job transfer of learning
When you read through all of these points you realise that the real issue is wanting the training to work. The training must be more than an exercise that a learner must attend as a part of their job. It must be the consistent belief of the learner, trainer, supervisor, coach, management and the organisation that the training is an ongoing enhancement and development of the individuals capability and expertise which occurs in formal and informal training settings. If anyone decides to break from this belief the learning will be less than expected and can be, overtime, virtually extinguished. I have seen it happen too many times.
It comes down to a very simple statement. If you want training to be integrated into an employees job, work practices and team interaction you must support, enhance, encourage and challenge the new skills, knowledge and behaviour while the employee does the job.
Do you agree or not? Have seen any good examples where on support is provided after the training for the learning to continue?
Leave a Reply