Proven Methods To Increase Workplace Productivity... In Less Time and With Less Cost

This article describes how investments in skill-buildingenhancing learner retention. Without an ample period
training programs are usually wasted, and how toof skill reinforcement, an organization's investment in
implement the best available options for enhancingtraining will not result in changed behavior
learner retention and increasing your organization'spatterns.The key is to think of training not as an
ROI.The ProblemDo any of these challenges soundevent, but as a long-term process. We have found
familiar to you?We spent quite a bit of money tothat the use of virtual classes, conducted in 60-90
train our staff, and now 6 months later nobody isminute sessions, provides an excellent way to
using it! Everybody liked the program, and they wereeconomically and efficiently create reinforcement
positive when they walked out the door, but nothingopportunities and enhance learner retention. It also
seems to have really changed....Our senior leaders areencourages an additional element of accountability
complaining that we didn't get the results we werewhen each participant must report the actions taken
after, in spite of the significant investment weon 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 traininga Development PlanNot only do assessment tools
investment may be wasted:All skill learning involvesprovide excellent resources to measure progress,
physically growing new neural connections in thethey enhance the learner's ability to apply new skills
brain.It takes lots of practice and an extended periodand retain knowledge. An excellent way to measure
of repetition of skills to stimulate this growth andimprovement is to use a behavior-based pre-test
establish these neural connections.Improving behaviorbefore training, followed by an identical post-test 9
with new skills means working against habits thatto 12 months later. Knowledge tests assess the
have been ingrained for decades.It sounds like awrong 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 andas 360 degree feedback) is the only way to get an
technologies that can overcome these obstacles andobjective assessment of leader, team and other
really make learning stick.The SolutionIf you perceivepeople skills, all of which are otherwise hard to
training not as an event, but as a process designedmeasure.3Not only does 360-degree feedback offer
to reinforce behavior over the long run, you will seean excellent measurement resource, it provides the
long-term behavior change and increase your ROIparticipant feedback regarding his or her current
from learning initiatives. An excellent way to do this isstrengths and development needs in areas targeted
with a "blended approach" to learning.About Blendedduring the training program. This helps the participant
Learning"Blended Learning" is a term used to defineapply the learning concepts discussed in the
the use of multiple learning resources to help learnersclassroom, and to create an individualized
change behavior. This includes instructor-led classes,Development Plan to improve
virtual classes, self-paced instruction, assessmentbehavior.AccountabilityHolding participants accountable
tools, coaching, on-the-job resources, books,increases the chance that they will follow through on
reference manuals, and discussion forums. Knowingthe actions identified to enhance their performance.
how to create well-designed learning solutions, using aWhen they know they will be held responsible to
blended approach, can insure you achieve theshow evidence of improvement, their motivation to
objectives you've targeted.Blended learning haswork on performance issues dramatically grows.
become one of the hottest topics in the learningWhen the participant shares his or her Development
profession. In a recent study, survey respondentsPlan with the immediate manager, it helps the
rated blended learning as the most effective form ofmanager to not only coach the individual where
training.1In fact, the use of blended learning isneeded, but hold him or her accountable for following
projected to double in the next couple of years. Inthough on the plan.Strong, consistent coaching from
2004, it comprised 16.1% of training and is projectedsupervisors and managers is the key to bridging the
to grow to 29.4% of all training by 2006. It was citedchasm that exists between learning and behavior.
as the most effective type of training by 78.5% ofTrain leaders to apply the right amount of
respondents in the 2004 survey, followed byaccountability and support to their direct reports to
instructor-led and on-the-job training. It was also citedensure that transfer takes place. Include a
as the most efficient form of training.The amount of360-degree feedback process to enhance the
online learning used over the next 2-3 years is alsolikelihood that supervisors are applying what they've
expected to double. Our experience has shown therelearned.4SummaryThe bad news is that it's extremely
are 2 approaches to e-learning that will significantlyhard to improve performance when less effective
enhance learner retention and provide a high ROI, asbehaviors have been ingrained for years. The good
follows:Online Instructor-led Training. This is alsonews is that it CAN be done when:The problem is
known as a Virtual Classroom. Online, Self-Pacedidentified (typically through a 360 degree feedback
Training. Moving from instructor-led classroomdiagnostic)A targeted training program is
instruction to self-paced online instruction and virtualprovidedLearning is reinforced over timeThe individual
classroom delivery was frequently mentioned as theis held accountable for improvementThe primary
key to:2increasing the ration of employees to learningviewpoint needed is to view training not as an event,
staff members by up to 40%reducing travel costsbut as a process of ongoing learning and
by as much as 80 percentreduced time away fromfollow-up.Susan Cullen is President of Quantum
the jobincreased usage of learning assetsintegratingLearning Solutions, Inc. in Princeton, New Jersey. She
learning with job tasks This indicates that not only ishas implemented successful blended learning
a blended learning approach a more productiveapproaches worldwide with Fortune 500 companies
learning experience, it is also more cost-effective forand smaller organizations. For additional information,
the organization. One key element of reduced cost iscontact 800-683-0681 or visit Blended Learning
the reduction of travel costs and time out of theSurvey, 2004, conducted by the American Society of
office.The Importance of Reinforcement and anTraining & Development and Balance Learning2 ASTD
Ongoing Learning ProcessIn addition to the use of2004 State of the Industry Report, published by the
multiple learning delivery options, the use ofAmerican Society of Training and Development3
reinforcement and ongoing "touch points" is critical for2005, Dennis E. Coates, Ph.D.