Speaking from experience Core have designed a checklist to help those people involved in selecting training and training providers for their organisation.
Be very clear about what your objectives are for the training in order that you can get the most out of any investment in a training programme. Eg improved performance, motivation, team building, sales etc.
If appropriate, facilitate a day with potential delegates prior to the training to get their "buy in" and individual needs. This will make it more relevant and could ease any negativity towards the learning process. We can always do this step for you.
Take time to plan pre and post training activities. For example, effective communication of the learning process can get the most out of the training for the organisation and the delegates. Consider how the training is communicated to the delegates and how it is linked to their individual performance management.
Link your training to the overall organisational goals and objectives and be clear how this will be evaluated following the training intervention.
Take time to work with Core consultants to talk through potential barriers delegates may have to the training so these can be handled on the day.
Consider different types of training intervention that will meet your needs as sometimes one size does not fit all. Consider one to one coaching, outdoor team building, practical work based projects, open learning as well as the traditional classroom setting.
Pay attention to the role of the organisation in the learning process and also the role you expect from the delegates. Maximum impact happens when consistency of communication is achieved.
Consider relevant management attending sessions to support their teams. It ensures any actions agreed can be managed back in the workplace.
Training doesn't have to be delivered in one block session. Consider dividing up the learning in to smaller bite sized chunks to review progress, keep motivation going and reinforce the message.
Training should not be restricted to face to face learning but seen as a continuous process built in to all aspects of an individuals day to day work.
Consider course champions that can continue to reinforce the message after the training has ended. This can motivate individuals by giving them extra responsibility and can develop their skills in coaching and development.
Most importantly, be aware of how the training can be implemented back in the workplace and how the organisation can continue to develop its people long after the training session has ended.
