Performance Matters - Learning and Performance - 27

PERFORMANCE MATTERS / PG 27
So, how can you maximize the return on your training investment? How do you get beyond events to performance? You design and plan for it. Here are a
handful of solutions we have designed to help organizations go beyond a training event to sustained performance over time that produces measurable impact.
1. IMPLEMENT A POST-TEST OR ASSESSMENT.
Testing is a powerful form of retrieval practice. As we forget-and then must try
to remember again-we strengthen our ability to recall. Games and post-event
challenge activities offer creative, nontraditional ways to tap into the power of
post-tests to provide learners with the elaborative practice they need to cement
information and skill into long-term memory.
2. PROVIDE DIGITAL JOB AIDS.
Cheat sheets, reference tools, or how-to guides housed in a central repository
can help people bridge the gap between training day and first-time usage
of a new process or skill. We helped NxStage create an app for patients that
complements their in-person dialysis training with additional reinforcement
and lessons, as well as knowledge checks and how-to resources. Patients get
training in the dialysis center; then, the app enables them to practice recall
and serves as a " just-in-time " reference when they are at home.
3. PROVIDE REFLECTION PROMPTS.
There is no learning without reflection from learners on exactly what they learned
and how it can be integrated into their work. Extremely motivated learners will
reflect with no prompting. More typically, some prompting is useful. A manager
can schedule a 1:1 conversation to elicit reflection within a week or two
post-training, or periodically throughout a long-term training program that spans
weeks or months. In self-managing environments, reflection can be prompted
by a conversation with an accountability partner or via communication from the
trainer. A video portal also can be set up for people to upload video reflections
for wider sharing with an entire cohort.
4. ENCOURAGE SUCCESS STORY SHARING.
This form of reflection has tremendous " ripple power " because it leverages
the power of social dynamics. In environments where people routinely meet in
teams (sales teams, for example, or science labs), encourage people to share
their success stories in applying skill or knowledge from a training. Invite
people to share the situation; what specifically they applied from training; what
happened; and what they learned. We set up a story-sharing portal for a client
years ago when they implemented a major process change. The stories were
hugely popular and drove further success as evidence accumulated of the
benefits of the new process. You can do this informally by creating a social
media, Slack, or Teams channel devoted to storytelling.
5. ENCOURAGE MANAGERS TO OFFER FEEDBACK.
People need to know how they are doing-both good and bad. Provide managers
with simple coaching tools and prompts (keep to one page, if possible) for
managers to use in supporting feedback to employees. Coach managers in how
to use the coaching tool. Don't assume handing out a tool suffices in getting
managers to use the tool. Schedule a short session to walk them through it and
overview the learning journey their employees will participate in.
The next time you are designing a new training program, consider incorporating these five techniques to elevate it from an isolated learning event to
an experience that drives proficiency and recall in the performance setting. After all, it takes more than just training to avoid those " oncoming traffic "
moments. Reinforcement is the critical factor for a successful learning journey.

Performance Matters - Learning and Performance

Table of Contents for the Digital Edition of Performance Matters - Learning and Performance