11 Ways to Reinforce Training

According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee. How do you ensure those dollars result in a change of skill and behavior? Reinforce training:

1. Application Homework: The time between training days offers valuable opportunities for participants to practice skills in real-life situations. Assignments can be given to participants, creating an opportunity for them to practice new skills, while still having access to a skilled facilitator. Simple example assignments are to use reflective listening with someone and take note of reactions from the speaker, or, to visit a competitor’s store to see how sales associates greet them.
2. Participant-Built Action Plans: At the conclusion of workshops, participants can be asked to develop a specific action plan, choosing where and when to use the skills. They can be asked to have a review of the plan by a facilitator or peer. The plan is aimed to support their use of workshop models and skills—at work, where it counts. To really drive home the point, make copies of the plans and email them back to the participants periodically as a reminder to take action.
3. Skill Cards and Toolkits: Some skills are learned, but then not used frequently. For example, confronting poor performance and conducting hiring and selection interviews. In these situations, it can be useful to have a reference card or toolkit that acts as ‘training wheels’ when the skill is implemented on the job. In some cases, a strong toolkit can even be a replacement for formal training.
4. Reinforcement E-mail or Text Series: Send a series of reinforcement emails to participants after any facilitator-led portion of learning. These emails or texts can include case situations, on-the-job application suggestions, readings and motivational quotations. Reinforcement texts also serve as reminders to practice and use the skills taught during the course.
5. Follow-Up Webinar Sessions: Include brief (30-minute) reinforcement sessions delivered via web conference once every three months for one full year after the completion of formal learning. These sessions are an opportunity for participants to check-in, share experiences and discuss both success and challenges. They may also contain practices and role-plays to help reinforce skills learned and help participants feel more competent and more natural when using the skills. Each reinforcement session can be recorded and can be made available online for replay.
6. Provide Coaching or Open Office Hours: Allow participants to access facilitators one-on-one or within group coaching settings. Structured agendas for the coaching can include problem solving of challenges faced or introduction of enhanced skill models (for instance, using Interaction Styles to on-board new team members or across cultures). Having access to ‘experts’ can help participants have confidence to try out new skills.
7. Hold Manager Debriefing Discussions: Provide managers of learners with a structured agenda to hold a conversation about what was learned and how best to apply in the organization. Even a 15-minute discussion embedded within weekly touch-bases or other meetings can boost retention and application.
8. Alumni Participation in Future Cohorts: Alumni of formal learning programs are powerful support networks for the current population of learners. The key here is to use alumni in significant ways: teaching segments, presenting case situations or observing and giving feedback during practices. The more the alumni are responsible for, the better they will prepare and integrate their learning into the workplace.
9. Participant-Driven Observation and Feedback Checklists: Provide feedback checklists to participants along with a structured agenda for them to use in asking someone such as a peer to provide formal feedback. On topics such as presentation skills, meeting management and customer service, on-going feedback reinforces the learning process. And, by giving the checklists and method to use to the participant directly, you can avoid the challenge of over-reliance on managers for feedback.
10. Publish Learning Maps: Often, organizations have e-learning, access to reading libraries and other resources for learning available. Create learning maps that list all skills and concepts covered and links to additional resources to use in order to learn more. These simple learning maps can encourage the motivated participant to dive deeper into topics of interest to them.
11. Demonstration Videos: Create standalone demonstration videos for specific skills. These videos act as a ‘close-to-real’ way for participants to review skills and see them in action. Participants who see the skills modeled are more likely to implement them.

These eleven ways to reinforce training are options for ensuring learning transfers to the workplace are just a few of the many ways to increase the potential for ROT (return-on-training).