Is Your Leadership Training on Track? – Part 4
Kirkpatrick Quick Tip Vol. 2 #10
You have designed, developed and delivered a training program that was met with favorable feedback. Training graduates have returned to their jobs. What happens now?
Statistically very little, unless you create a strong support and follow-up plan. Read on to find out how to set up a good post-program plan.
If you have been following this quick tip series, Parts 1, 2 and 3 have helped you to clarify the highest level goal of your initiative and identify critical behaviors. The next step is to identify the required drivers.
Required drivers are processes and systems that reinforce, monitor, encourage and reward the performance of critical behaviors on the job. They are a shared responsibility of the training function, line managers and training graduates themselves. The driver package should be discussed during program design and development, and buy-in obtained from the managers who supervise the training graduates.
Required drivers represent one of the biggest keys to success for any initiative, and in our work with training professionals around the world, also tend to be the most absent from plans.
Required drivers create a support and accountability package to ensure that training graduates actually do what they learned how to do in training. Common examples of leadership drivers include coaching logs, peer-to-peer support, high-level coaching, mentoring, 360 degree feedback, self-directed learning modules, job aids, refreshers and role modeling.
Required drivers should be a key piece of any major training initiative. Smaller scale programs or course can have a few drivers selected to enhance their success.
Next week we continue this quick tip series with leading indicators, another key success factor that tends to be missing from training plans.