So, we’ll get a much better return on investment from the training that our people attend if we add that extra element before and after.
What does that look like?
Before the training, ask them:
- what are your outcomes for this training?
- what do you want to be different by the time you finish the training?
- how will you know you have achieved that by the time you finish the training?
- how will you make sure that you get what you need?
If there is anything else that you expect them to be able to do differently as a result of the training, then this is the time to add to what they have already said.
After the training, ask them:
- what did you learn about your intended outcomes?
- what are you going to do differently as a result?
- how can I support you in making those changes?
- how will we know that you’ve been successful in making the changes? what will we see or hear or feel?
If there is more that you’d like to add about new behaviours that you’d like to support them in implementing, add that now.
Then keep up the conversations. You’re aiming for a sustained behaviour change, and that takes support and challenge from you to keep them on the path. It’s so easy to slip back into old habits if they think you aren’t noticing their efforts to make changes.
Here are a couple of previous blogs in this series…