Spring is in the air! And that means that spring cleaning is happening in households everywhere. Maybe even yours.
It might be a good time to think about doing some spring cleaning with your company’s training curriculum. If so, here are a few suggestions:
- Take a fresh look at who needs training and what kind they need. If you haven’t done a needs analysis recently, use this opportunity to re-assess your target learner needs – and the needs of the senior leaders whose learners are participating in classroom or online sessions. This is a great opportunity to review any skill gaps present, business acumen, being a great example of an often present gap.
- Review curriculum offering evaluations and measurements. Cast a critical eye over the results of your training offerings. If you don’t have measurement and evaluation processes in place, take some time to conduct interviews with a select group of learners, their managers and the key senior department, division or company leaders who should have been impacted by the training. Get the real scoop!
- Refresh learning objectives to align with company strategy. If there have been changes in the company’s strategies, vision or goals, couple this with the results of needs analyses and employee and leadership surveys to ensure that there is a “fit” between your offerings and the direction of the company.
- Make sure that processes are in place to engage the managers of learners. There are many more ways, especially with evolving technologies, to get managers engaged in supporting learning initiatives. Since 90% of what learners learn can be lost by the time they get back to the job, managers who mentor and motivate around learning content can make learning application a reality.
- Provide access to learning content back on the job. Again, technology provides ways to refresh, reinforce, remind and reenergize learners about what they learned. Evaluate where your learning offerings can be enhanced and expanded with online content access.
- Spruce up your offerings with discovery learning techniques. Take a look at how you might incorporate stories, games, simulations, small team exercises and other learner-centered techniques in your offerings. Learner engagement is critical to learning retention and the power of small team energy and discovery is well documented. Make your programs sing like birds in springtime! (OK, that’s lame!!)