You send people to training. You want them to use what they learned. Right?
So when they don't, you start looking for someone to blame. Maybe it's the training. Maybe it's the trainer. Maybe it's the learner.
But there's another part to this equation. And it's you, Mr. or Miss Leader.
I'm going to suggest that perhaps you're not doing your part.
Specifically, there are two conversations you should be having with your people related to any training they attend. I've talked about one of these before — the conversation that happens afterward. But I want to talk about the other one too, and remind you of that second one again.
There Are Two Conversations
One before the training, to prepare people for attending. One after the training, to lock in what they learned.
I'd bet you're not having one of these consistently. Maybe both. And when you do have them consistently, you're going to get far better results in terms of what your teams actually learn — and use — when they attend training.
Let's Start with the Before
There are four things to talk to them about. Three of them are questions.
Why are you going to this training? Make sure they know the why. Make sure they understand the context, the relevance — and by saying this, you're letting them know that you see this as important.
What are the outcomes you see for them? What are the directions, the things you want them thinking about? Tie it to their annual plans. Tie it to your current coaching with them. Do anything you can to help them think about what they're going to come back with — and encourage them to come back with something.
Set expectations. Your expectation is that they take this seriously — that they're not spending the whole time on phone calls or whatever else pulls at their attention. And your expectation is that they're going to take action from it.
And then, answer any questions they have. This one might actually come first. Chances are the other three will have already answered most of it. But make sure everything's clear, everything's cool, and they're ready to attend.
Now the After
In your next one-on-one — and if that one-on-one is far off, have this conversation sooner than that — there are four more things.
Remind them of your expectations. "Hey, remember I said my hope was that you'd take action on what you learned?"
So what did you learn? Let them talk about it. What they got might not be exactly what you hoped for — but it might be deeper, and more important to them, than what you expected.
When will they apply it, and how? It's one thing to say "yeah, I got this." It's another to say "I'm doing it."
So how can I help you get there? What support can you give? How can you help them be accountable? What can you do to help them make this change happen?
If you do those four things before people attend training, and those four things after — that's a big deal.
And if it's a big deal, it should be an expectation. Build it into your programming. Hold your leaders accountable for doing it.
Because if you do, you're going to get far better results. A far better return on the training you're already investing in.
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