Are You Fully Utilizing Your L&D Allies?

April 29, 2015

In partnership with stakeholders, you’ve designed a training program capable of influencing true business results. 

Now, how do you generate positive buzz and excitement about this training amongst potential participants? And once participants are trained, what resources do you have to help ensure that they apply what they learned on the job?

Read on to learn about a powerful resource that you may have neglected to utilize.

Tradition tells us that instructional designers and trainers equip employees and supervisors to apply what they learn on the job. The bad news is that tradition isn’t getting the job done. The good news is that help is nearby.

Some organizations, including one federal government agency, are drawing on the influence and passion of training graduates themselves to positively influence fellow employees who are, or who will be, taking the same training in subsequent offerings. Here is what the training graduates are doing:

  • Meeting with trainers after they (the graduates) have applied what they learned in order to recommend program improvements
  • Participating in new trainings to share with training participants how they improved their performance and impact on the organization. I witnessed one particular training graduate boldly look around the classroom, point to a participant and say, “I was sitting right there six months ago wondering what this was all about. Since then, I have taken the skills I learned and …”
  •       Becoming formal and informal mentors to new training graduates, encouraging and inspiring their co-workers to boldly implement what they learned
  •       Organizing communities of practice to help those struggling with on-the-job application
  •       Coaching individuals or small groups of co-workers to more quickly and successfully apply what they learned

This active reinforcement after training is a powerful required driver. We define required drivers as processes and systems that reinforce, monitor, encourage and reward performance of critical behaviors on the job. This post-training support and accountability system is one of the biggest predictors of application and program success.

Don’t overlook the power of the training graduates themselves in increasing post-training application. Move beyond the tradition of simply sending out a 90-day follow-up survey, and engage the power of your other resources. 

Join the Discussion

We’d love to know if you have ever utilized training graduates as allies. Here are some ways to join the conversation:

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Additional Resources:

Igniting the Inner Fire: Kirkpatrick® Levels 3 & 4 Workshop

Transferring Learning to Behavior

Demonstrate Training Value with Star Witnesses

Do You Engage the Power of Peer Support?

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