You were asked to create a training program to address a performance issue. You clearly defined the expected business outcomes, completed a needs analysis, designed an appropriate intervention, and conducted the training.
At the end of class, you administered a post-test and a reaction survey. The post-training test showed significant gains in knowledge and the Level One reactions were very positive. Moreover, attendees estimated that they would use a high percentage of what they learned.
Job well done, right?
Wrong.
In our view, you dropped the ball without getting it over the goal line.
How can we say that?
Because, as we explain in The Six Disciplines of Breakthrough Learning, the finish line for training is not the last day of class. It’s not even passing a test of skill or knowledge. Those are necessary, but not sufficient.
The goal of training in a corporate setting is to improve on-the-job performance. Thus, getting the ball over the goal line for learning and development means getting all the way to improved performance. We can’t just toss the ball to the learners at the 50-yard line and wish them luck. We need to be part of the performance team all the way to completion.
We say team, because converting learning into business results requires teamwork among the learners, their managers, and L&D. The learners have to make the effort to apply what they learned. They need to be given opportunities and encouragement to do so – that is where the managers come in. And finally, they need to be in a conducive transfer climate – a work environment that facilitates and rewards the application of learning and development.
Our job is to ensure that the key elements are in place. As Ken Blanchard wrote: “to change behavior and get the results you want, you need structure, support, and accountability.” We need to build structure, support, and accountability for transfer into the training design. If we don’t, we’ve dropped the ball, and all the hard work, time, and money we spent on the initiative is allowed to go to waste.
In learning and development, as in sports, it takes teamwork and discipline to win. In L&D, there are six critical disciplines. They include, among others: defining the desired business outcomes, designing the COMPLETE experience, and driving learning transfer.
Want to learn how to ensure that your training gets the ball over the goal line and delivers a win for the learners and business? Attending a Six Disciplines Workshop.
Information is available here: https://the6ds.com/open-enrollment/
Or, if it works better for your schedule, sign up for the self-paced 6Ds Program here: https://the-6ds-school.teachable.com/ The introductory module is free.
Roy Pollock and Andrew Jefferson