Ensure the Transfer of Training: 10 Ways to Make Training Stick
by Susan Boyd

Learning is a process, not an event. It`s a process that must be initiated before the learner actually enters the class and must continue after class if there is to be mastery of the skills and application to the job. Listed below are 10 activities to do before, during, and after the training process that will help make computer training stick.

10 Before Training Activities to help make training stick back on the job:

1. Create a Job Focused Curriculum: The curriculum must be broken down into concise skills that are based on job needs, not software capability.

2. Design Courses with Specific Job Objectives, Job Tasks, Pre-requisites: The courses need specific job related objectives and tasks, as well in pre-requisites listed in skill terms, not prior courses. "Chunk" material in smaller sections in ½ day or hourly modules, based on job and scheduling demands.

3. Include a Variety of Learning Tools and Don`t Skip Practice Time: Multi-media and built in software tutorials need to be used to present different modules or reinforce them. Classroom time needs to focus on fewer skills, with frequent independent practice exercise on job related exercises to help develop mastery.

4. Create Quick Reference Cards for Job Tasks: Learners need reference materials, designed for job procedures, not training manuals.

5. Create Macros and Templates: Training time and value can be enhanced if the department or systems group can automate commonly used forms and formats into macros and templates.

6. Pre-screen Learners: Pre-screening helps ensure that the right person is scheduled in the right class at the right time. It`s an important part of the learning process, ensuring that the pre-requisites skills have been mastered, and helps manage class expectations.

7. Train Managers in the Learning Process: Trainers need to view themselves as facilitators in the learning process and need to train managers and learners about their roles. We need to make sure our curriculum is meeting a manager`s needs and both learners and managers understand what a specific course will cover and not cover. Both groups need to know what is expected of them during training, and more importantly after training, since what they do then has a greater impact on the job.

8. Set up Learner and Manager Agreements: These learning "contracts" allow the manager and learner to meet and discuss their expectations of class and how the training skills can be incorporated into the job, and identify the extra effort and time needed to make this happen.

9. Interview Learners and Managers: Take the time before training to interview key managers and learners to make sure the course can meet their needs, and provide alternative solutions if it does not.

10.Prepare Learners: How to Gain the Most From a Training Session. Use checklists to make sure learners understand that they are responsible for the learning. Send a similar one directed to managers to tell them how to get their money`s worth from a training session.

10 During Class Activities to help make training stick back on the job

1. Use Learner`s Contracts: Ask the learners to set a Learner`s contract - what they hope to be able to do at the end of the session. At the end, indicate on the evaluation form if they met their goal.

2. Create Bright Idea Lists: Give out bright colored paper and ask learners to write down any Bright ideas, important tips, warnings, etc. they want to remember.

3. Incorporate On the Job Examples: Talk to department managers and staff to find out what the common uses and applications will be.

4. Use Job-Related Practice Exercises: Practice exercises allow the learners an opportunity in class to use the concepts just covered.

5. Use Analogies: Analogies help make learning stick because we can visualize and understand a new concepts if it is similar to one we already know.

6. Hold Team Discussions on How to Apply The Skills: After teaching a new skill, give the learners a few moments to work with a partner and list ways they can use the skill on the job.

7. Motivate Learners Throughout - Keep their attention and make learning fun.

8. Bring In Show & Tell: When possible, do "infomercials" and bring in outside speakers to discuss how they use the skill. You can also use props and visuals when explaining key concepts.

9. Send the Class Email from Past Graduates: Keep in touch with past "graduates" of the course. Ask them to send you examples of how they use the software features and discuss what they found important to master during training.

10. Use Commitment Statements: Use a Commitment Statement - identify what they plan to do during next 2 weeks and next 2 months to put learning goals and bright ideas into action. Mail the form back to them in 2 weeks as a reminder of their action items.

10 After Class Activities to help make training stick back on the job:

1. Mail Commitment Statements: Remiond learners and managers of their goals and after class responsibilities.

2. Use E-mail to Follow-up and Send Surveys: Find out what they are doing with the software, get job related examples and files, and identify areas for the course that need to be reinforced.

3. Investigate - Are the Learners Applying the Skills: Get out of classroom and talk to managers. See what skills are being applied, what are not - why - and what training can do about it.

4. Conduct Follow-up Interviews with Managers: Take the time within a month after class, to follow-up with the managers to see if training has addressed the job needs and what other needs could be met.

5. Arrange for Past Graduates to Be Mentors: Use past graduates and match up these up as mentors and added support to new learners.

6. Track HelpDesk Calls: Track HelpDesk calls immediately within the first 2 weeks after class and note patterns in topics or callers. Makes changes to training as needed.

7. e Network Messages/Newsletter Articles: Use newsletter articles, network sign in messages, bulletin boards as opportunities to reinforce new skills or address problem areas. Send out the "Top 10 Questions/Answers This Week" list.

8. Make Enhancements to Curriculum/Course Content: Use the feedback gathered through the evaluations, surveys, interviews, and HelpDesk Call Tracking to make revisions and additions to the courses. The courses can`t be static or they will not meet evolving job needs .

9. Determine Areas That Need Alternate Training Solutions:. Consider options like Internet training, interactive multi-media programs, 1-1 training, Quick Tips manuals, etc. to enhance and supplement instructor led programs.

10.Publish ROI Statistics and Job Uses: Look for evidence that the training skills are being used and make a difference. Collect evidence through manager`s assessment and feedback from learners. Show training makes a difference and is worth the investment!

Author: Susan Boyd, Susan Boyd Associates, 215-886-2669, www.susan-boyd.com