How do you use feedback from risk management experts to improve your training?

1 Identify your learning objectives

Before you seek feedback from risk management experts, you need to have a clear idea of what you want to achieve with your training. What are the specific skills, knowledge, and attitudes that you want your learners to develop? How will you measure their progress and performance? How will you align your training with your organizational goals and strategy? By defining your learning objectives, you can communicate them to the experts and ask for relevant and constructive feedback.

2 Select your feedback sources

The next step is to decide who you will ask for feedback. You have access to a variety of sources, such as internal experts with a comprehensive understanding of your context, culture, and challenges; external experts with specialized knowledge and skills in risk management; and peer experts with similar roles and responsibilities. Depending on availability, budget, and objectives, you can choose a combination of these sources. Furthermore, you can collect feedback through surveys, interviews, focus groups, or observations.

3 Analyze and prioritize the feedback

Once you have collected the feedback from the experts, it is essential to analyze and prioritize it. You can use a simple framework to categorize the feedback into four types: positive, negative, constructive, and destructive. Positive feedback validates your training and helps you identify your strengths, while negative feedback challenges your training and helps you identify your weaknesses. Constructive feedback provides suggestions for improvement while destructive feedback is irrelevant or disrespectful. It is important to focus on the positive and constructive feedback as they can help you improve your training, while considering the negative feedback as it can help you learn from your mistakes. You should ignore the destructive feedback as it can distract you from your goals. Additionally, you should prioritize the feedback based on its importance, urgency, and feasibility using a matrix. High priority feedback is critical, immediate, and achievable; medium priority is important, timely, and realistic; low priority is useful, optional, and manageable; and no priority is irrelevant, outdated or impossible. By analyzing and prioritizing the feedback in this way, you can make informed and effective decisions on how to improve your training.

4 Implement and evaluate the feedback

The final step is to implement and evaluate the feedback. You should use the feedback to revise and update your training content, methods, and materials. You should also communicate the changes to your learners and stakeholders, and explain how the feedback influenced your training. You should also monitor and measure the impact of the feedback on your training outcomes, such as learner satisfaction, engagement, retention, and performance. You should also collect feedback from your learners and stakeholders on the revised training, and compare it with the previous feedback. By implementing and evaluating the feedback, you can ensure that your training is relevant, effective, and responsive to the needs of your organization and learners.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?