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Training Reinforcement
Training & Organizational Development
Training Reinforcement
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi,
We are currently running a training program on consulting skills. We want to make sure that the skills being taught are not lost in the coming months. Does anyone have any ideas on how to reinf
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Forums » Topic Forums » Training & Organizational Development » Training Reinforcement
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Training Reinforcement
posted at 11/8/2001 2:13 AM EST
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Posts: 2
First: 8/27/2001 Last: 11/8/2001 |
Hi,
We are currently running a training program on consulting skills. We want to make sure that the skills being taught are not lost in the coming months. Does anyone have any ideas on how to reinforce training concepts throughout the year? What are you doing to make sure skills acquired in training stick? Thanks. |
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Training Reinforcement
posted at 11/12/2001 9:14 AM EST
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Posts: 7
First: 11/12/2001 Last: 2/19/2007 |
I work as the Training Manager for a Quick Service Restaurant chanin in Jamaica, and part of what I do is facilitate classes; and I can tell you that what you are asking I have asked time and time again. Our classes use real life examples and role plays, but the participants must want to use the skills they have learnt. What I am trying now is periodic follow up. Also I will be mailing a commitment letter that the participants wrote to themselves so see if this will help. Please let me know what happens I need the help too!!!
brigitthsb@yahoo.com |
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Training Reinforcement
posted at 11/12/2001 11:01 PM EST
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
I facilitate management/supervisory/leadership programs. Here are some of the things I do to reinforce the learning:
1. Have participant sign a commmittment letter before entering the program. 2. Encourage (diplomatically require) journaling at the start of a course. What they write throughout the program is the skeleton for an action plan that we complete at the end. 3. Post assessment for them and their supervisors to assess the retention/use of their new skills. 4. Post completion E-Forums to discuss the application of skills among the groups. 5.Graduates of programs speak at kickoffs of new programs and share what they learned and how they are using it (3 person teaching). 6. Period e-mails that simply ask, "Have you been able to retain and apply your new skills? How? Why not? Hope this helps! |
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Training Reinforcement
posted at 11/13/2001 1:11 AM EST
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Posts: 6
First: 9/28/1999 Last: 11/13/2001 |
Once I completed consulting skills training, I was required to develop goals for utilizing and honing my newly learned skills. I had to report on my efforts and results at our weekly staff meeting. There were several of us, so we bounced ideas off each other and learned from each other.
I hope this helps. |
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Training Reinforcement
posted at 11/13/2001 2:07 AM EST
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Posts: 1
First: 11/13/2001 Last: 11/13/2001 |
Fashion the training schedule in a sequence of training module, time to practice, second training module incorporating report on practice, etc. Some say that to become a lasting skill, eight of these sequences must occur. The result is that we need far less training content and far more practice, if we really want training to change behavior. |
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Training Reinforcement
posted at 11/13/2001 2:35 AM EST
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Posts: 1
First: 11/13/2001 Last: 11/13/2001 |
There are several principles at play here. One, before starting, you must tap the motivation for why participants are there. Two, in our University program, pre and post tests (6 months later) are helpful for tracking knowledge change. Three, we discuss the role of the trainer and participants (participant role is an active role asking questions, taking notes, etc). Four, we send follow-up quizes on presented material. And five, participants are encouraged to complete self-study following training and training materials are also posted on the network in the form of a PowerPoint presentation to access concepts covered in training. Hope there is some useful info. here. |
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Training Reinforcement
posted at 11/13/2001 3:18 AM EST
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Posts: 1
First: 11/13/2001 Last: 11/13/2001 |
It's all in the follow up and not just from you. Who do your participants report to? Are they aware of the skills that were learned and should be in practice? Was there interaction between the participant and their manager to set goals and assessment meetings to ensure that the information is not lost?
As a trainer you can follow up with emails or a phone call but the people they report to (and hopefully mentor) are the people that will have the most meaning in the follow up role. Have a good one! Carol |
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Training Reinforcement
posted at 11/13/2001 4:13 AM EST
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Posts: 1
First: 11/13/2001 Last: 11/13/2001 |
I can highly recommend networking with Greg Masiolek, President of Integrated Management Resources, Inc. to help with any training issues. I recently attended a leadership seminar in which a number of training issues were covered, and tools given that shore up this area in our organization. Check out the following web-site at: www.integratedmanagementresources.com or call him at 1-800-262-6403 for more information; I highly recommend him.
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Training Reinforcement
posted at 11/13/2001 7:35 AM EST
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Posts: 7
First: 11/12/2001 Last: 2/19/2007 |
Hi
I have a question. I work for a quick service restaurant and all the things mentioned are used. Here is my senario... The get journals which a pertinent points during the sessions they are pointed to make notes. Do they use them after????? No. Post class action plans have been like pulling teeth....sometimes even 2 years later before they are turned in under duress. How can we make the process less painful? Brigitt B Jamaica W.I. |
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Training Reinforcement
posted at 11/13/2001 8:20 AM EST
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Posts: 9
First: 6/5/2001 Last: 11/13/2001 |
Once a person is motivated to attend and learn the training topic, the two best ways I've found to reinforce what's learned are:
1) Positive reinforcement from others (especially the supervisor) when new skills are used (even when not fully successful at first). This can be done many ways, including notifying their supervisor of employee's training, having performance goals related to use of those skills, and, when appropriate, compensation tied to achievement of those goals. 2) Trainee becomes teacher. Whenever possible, have someone teach others what they've learned even if it's in an informal setting like staff meetings, newsletter articles (e.g., How what I learned improved my performance, etc.) Another possible tool is to tell trainees they will receive a follow-up session "evaluation" in 60-days asking them to tell you how they've benefitted from the training. If they know this is coming, they are more likely to put some of what they've learned to work. Good Luck, Jeanette Cacciola, PHR jcacciola@tdkrf.com |
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