| This article describes how investments in skill-building | | | | enhancing learner retention. Without an ample period |
| training programs are usually wasted, and how to | | | | of skill reinforcement, an organization's investment in |
| implement the best available options for enhancing | | | | training will not result in changed behavior |
| learner retention and increasing your organization's | | | | patterns.The key is to think of training not as an |
| ROI.The ProblemDo any of these challenges sound | | | | event, but as a long-term process. We have found |
| familiar to you?We spent quite a bit of money to | | | | that the use of virtual classes, conducted in 60-90 |
| train our staff, and now 6 months later nobody is | | | | minute sessions, provides an excellent way to |
| using it! Everybody liked the program, and they were | | | | economically and efficiently create reinforcement |
| positive when they walked out the door, but nothing | | | | opportunities and enhance learner retention. It also |
| seems to have really changed....Our senior leaders are | | | | encourages an additional element of accountability |
| complaining that we didn't get the results we were | | | | when each participant must report the actions taken |
| after, in spite of the significant investment we | | | | on their Development Plan, as created in the |
| made!These scenarios happen all too often today. | | | | classroom.Assessment, Measurement and the use of |
| There are 3 key reasons why your training | | | | a Development PlanNot only do assessment tools |
| investment may be wasted:All skill learning involves | | | | provide excellent resources to measure progress, |
| physically growing new neural connections in the | | | | they enhance the learner's ability to apply new skills |
| brain.It takes lots of practice and an extended period | | | | and retain knowledge. An excellent way to measure |
| of repetition of skills to stimulate this growth and | | | | improvement is to use a behavior-based pre-test |
| establish these neural connections.Improving behavior | | | | before training, followed by an identical post-test 9 |
| with new skills means working against habits that | | | | to 12 months later. Knowledge tests assess the |
| have been ingrained for decades.It sounds like a | | | | wrong thing: what a person knows, rather than what |
| daunting task to overcome these hurdles, doesn't it? | | | | a person is doing. Multi-source feedback (also known |
| But today there are new strategies, resources and | | | | as 360 degree feedback) is the only way to get an |
| technologies that can overcome these obstacles and | | | | objective assessment of leader, team and other |
| really make learning stick.The SolutionIf you perceive | | | | people skills, all of which are otherwise hard to |
| training not as an event, but as a process designed | | | | measure.3Not only does 360-degree feedback offer |
| to reinforce behavior over the long run, you will see | | | | an excellent measurement resource, it provides the |
| long-term behavior change and increase your ROI | | | | participant feedback regarding his or her current |
| from learning initiatives. An excellent way to do this is | | | | strengths and development needs in areas targeted |
| with a "blended approach" to learning.About Blended | | | | during the training program. This helps the participant |
| Learning"Blended Learning" is a term used to define | | | | apply the learning concepts discussed in the |
| the use of multiple learning resources to help learners | | | | classroom, and to create an individualized |
| change behavior. This includes instructor-led classes, | | | | Development Plan to improve |
| virtual classes, self-paced instruction, assessment | | | | behavior.AccountabilityHolding participants accountable |
| tools, coaching, on-the-job resources, books, | | | | increases the chance that they will follow through on |
| reference manuals, and discussion forums. Knowing | | | | the actions identified to enhance their performance. |
| how to create well-designed learning solutions, using a | | | | When they know they will be held responsible to |
| blended approach, can insure you achieve the | | | | show evidence of improvement, their motivation to |
| objectives you've targeted.Blended learning has | | | | work on performance issues dramatically grows. |
| become one of the hottest topics in the learning | | | | When the participant shares his or her Development |
| profession. In a recent study, survey respondents | | | | Plan with the immediate manager, it helps the |
| rated blended learning as the most effective form of | | | | manager to not only coach the individual where |
| training.1In fact, the use of blended learning is | | | | needed, but hold him or her accountable for following |
| projected to double in the next couple of years. In | | | | though on the plan.Strong, consistent coaching from |
| 2004, it comprised 16.1% of training and is projected | | | | supervisors and managers is the key to bridging the |
| to grow to 29.4% of all training by 2006. It was cited | | | | chasm that exists between learning and behavior. |
| as the most effective type of training by 78.5% of | | | | Train leaders to apply the right amount of |
| respondents in the 2004 survey, followed by | | | | accountability and support to their direct reports to |
| instructor-led and on-the-job training. It was also cited | | | | ensure that transfer takes place. Include a |
| as the most efficient form of training.The amount of | | | | 360-degree feedback process to enhance the |
| online learning used over the next 2-3 years is also | | | | likelihood that supervisors are applying what they've |
| expected to double. Our experience has shown there | | | | learned.4SummaryThe bad news is that it's extremely |
| are 2 approaches to e-learning that will significantly | | | | hard to improve performance when less effective |
| enhance learner retention and provide a high ROI, as | | | | behaviors have been ingrained for years. The good |
| follows:Online Instructor-led Training. This is also | | | | news is that it CAN be done when:The problem is |
| known as a Virtual Classroom. Online, Self-Paced | | | | identified (typically through a 360 degree feedback |
| Training. Moving from instructor-led classroom | | | | diagnostic)A targeted training program is |
| instruction to self-paced online instruction and virtual | | | | providedLearning is reinforced over timeThe individual |
| classroom delivery was frequently mentioned as the | | | | is held accountable for improvementThe primary |
| key to:2increasing the ration of employees to learning | | | | viewpoint needed is to view training not as an event, |
| staff members by up to 40%reducing travel costs | | | | but as a process of ongoing learning and |
| by as much as 80 percentreduced time away from | | | | follow-up.Susan Cullen is President of Quantum |
| the jobincreased usage of learning assetsintegrating | | | | Learning Solutions, Inc. in Princeton, New Jersey. She |
| learning with job tasks This indicates that not only is | | | | has implemented successful blended learning |
| a blended learning approach a more productive | | | | approaches worldwide with Fortune 500 companies |
| learning experience, it is also more cost-effective for | | | | and smaller organizations. For additional information, |
| the organization. One key element of reduced cost is | | | | contact 800-683-0681 or visit Blended Learning |
| the reduction of travel costs and time out of the | | | | Survey, 2004, conducted by the American Society of |
| office.The Importance of Reinforcement and an | | | | Training & Development and Balance Learning2 ASTD |
| Ongoing Learning ProcessIn addition to the use of | | | | 2004 State of the Industry Report, published by the |
| multiple learning delivery options, the use of | | | | American Society of Training and Development3 |
| reinforcement and ongoing "touch points" is critical for | | | | 2005, Dennis E. Coates, Ph.D. |