🎧 Listen (2 min)
One huge reason that learning and training is ineffective is because there is no plan in place to test out the new skills and behaviors and to receive ongoing support. I see this happen all of the time.
Training is useless without this missing piece. The return on investment for the organization is not there if this piece is missing; they’re essentially throwing away money.
Proactively seek out the support that you’d like that complements the training you’re doing. Each person learns differently so figure out what will work best for you. That might look like a mentor, peer, or coach. You might want to set up a system to journal about your takeaways from the training and then do your own reflections on implementation and post-mortem evaluations. You can utilize a mastermind group (a group of other leaders trying to learn and grow) for support. If you’re the type of person who appreciates the presence of another person for accountability, consider that.
Be aware that this piece is necessary and set up a structure in place to help the recipient figure out what ongoing support will look like for them. Ensure that the learners have access to different resources and tools that will enable ongoing support. Brush up on your ‘leader as a coach’ capabilities and your feedback giving skills. Additionally, talk about what systems you put in place for yourself for continuous learning; this truly role models the behavior and sets an example for others.
In my coaching engagements, I place significant emphasis on this crucial element and actively collaborate with organizations to establish the necessary support structures.
