Learning to Performance

Often, companies diagnose a performance gap, requiring training as the solution.  Isolated training events that don't take a "complete training approach" produce less results (value to the business) than a more comprehensive, integrated approach.  Complete training combines learning, leadership and change management competencies to produce documented, sustainable results and value.  With all my custom training solutions, I use this approach:

The complete training system begins when leadership recognizes a problem and an obstacle to solving the problem is a lack of skills (training). Step 1 is to create an Impact Map for the proposed course or curriculum.  The Impact Map is a proven method for rapidly identifying training needs, evaluating options, and quickly prototyping innovative solutions.  Its power lies in providing a clear line that visually links the content of the training to management's desired outcomes.  It's, therefore, indispensable to the instructional designer and those tasked with delivering training.

Once the Impact Map is approved, the 2nd step entails two simultaneous activities: a) performing instructional design & course development and b) redesigning work processes & tools that participants will use when applying their new/enhanced skills.  Successful training needs to be built simultaneously with the work processes and tools.  This seamless integration provides students with an environment where transfer is easy and predictable.

The 3rd step involves preparing the management team to ensure successful training transfer. Just as important, these sessions should train leaders on behaviors to avoid, which would inhibit transfer.