How can you succeed in training and development?

Success in Training & Development is measured by the level of positive influence that it creates for people's performance, careers and growth. It’s a win-win for the employee and employer as it creates a sustainable growth for both. At the center is a performance outcome or behavioral change. Once executed properly, the strategy of "Investing in People" carries more weight and value in terms of building people's capabilities, skills, behavior, knowledge, which ultimately builds their performance, self-confidence and ability to execute. It is a planned approach that addresses learning needs, aligns with organizational goals, and builds/strengthens employee capability building. Net, T&D enhances individual & organization performance.

"To teach is to learn twice." Success in training and development is about empowering individuals to reach their full potential. As a career development professional, my approach is rooted in understanding unique aspirations and providing personalized guidance. To quote Confucius, 'Our greatest glory is not in never falling, but in rising every time we fall.' It's through tailored support, continuous learning, and resilience that individuals can truly succeed in their career journeys. Training and development person needs to understand the mindset of learners, communicate effectively, stay updated, collect feedback for improvement, and be adaptable to changing needs and technologies.

Knowing your audience is perhaps the most important benchmark of any training and development project. We are in a time of history of experiencing five generations in the workplace. This means that preferred methods of learning may look different for each generation. It also means that we have to be mindful of the strategic art and science of instructional delivery.

Understanding your audience is crucial for successful training. Tailor your content to their background, knowledge, and learning preferences. Use engaging methods, interactive elements, and real-world examples to make the material relatable. Encourage participation and feedback to ensure active involvement. Adapt your pace based on participants' comprehension levels. Be approachable, clear, and open to questions, fostering a positive learning environment. Continuously assess and adjust your approach based on the audience's responses.

understanding our audience and their learning preferences is crucial for success in training and development. This knowledge allows us to tailor our content and delivery methods to suit their needs, making the learning experience more effective and engaging. It's also important to stay updated on the latest trends and technologies in the field to provide the most relevant and up-to-date training resources. Additionally, fostering a positive and inclusive learning environment can greatly enhance the overall effectiveness of our training programs.

Factors that help you succeed in training and development It is that you must work to develop yourself with all the latest developments, because if you stand there without anything new every day, you will be with an old idea, and the world is developing very greatly, so now everything can be learned via the Internet. It is not necessary to go to a place to learn a new skill, even if you are a person with a keen sense of learning.

In the realm of T&D, one size certainly does not fit all. To truly succeed in this dynamic field, it's paramount to choose the right method for imparting knowledge effectively. Recognize the diverse learning styles and preferences of our audience. Some may thrive in hands-on workshops, while others prefer visual aids or interactive simulations. Tailor your approach to meet these varied needs. Embrace the power of technology in training. e-learning platforms, virtual reality, and interactive simulations can offer immersive learning experiences. A balanced approach often proves most effective. Mix traditional methods like ILT with contemporary techniques like microlearning or gamification to create a well-rounded learning experience.

Research would suggest any organisation needs to look at the 70/20/10 rule when thinking of providing staff with the skills they need to do the job. This has been the case in my experience. Experience on the job and peer to peer support provide the best learning outcomes. Classroom sessions, webinars etc are then the cherry on top.

We need also to have reliable and credible tracking system to evaluate the effectiveness of training programs. Kirkpatrick's Four-Level Training Evaluation Model can help you to answer this question. He mentioned that to see and evaluate the effectiveness and the impact of training programs we can see from the reaction of the learners, the understanding of the learners about the training during/after the session, the implementation of the training outcomes in the direct-real world operations, and lastly about the expected results from the company point of view (revenue, customer satisfaction, etc.)

Get a seat at the big table! Ask to be included in discussions where strategy, culture and plans are being made at the top level. Getting the executive or leadership group to consider L&D in all their thinking and planning will give you the green light to maximum impact.

‘It’s all about them (the learners) and their energy’ … Most important and useful advice I got. And that’s our critical focus when designing training. Average trainers concentrate too much on their content and their delivery style, which just means the energy is all in front of the room while the participants can be bored out of their minds… We are obsessed with the energy in the room… what will participants be doing to stay engaged? How will they feel that the learning intervention was energising and interesting and engaging? It’s not about us, it’s all about them…

More and more it is not the inhouse experts that are doing the training. If you are outsourcing your training it is vital you spend the time and energy finding the right training partners.

Provide different ways to train: online, in-person, or a blend of both. Knowing your audience and also add ways to add participation and engagement

In terms training designs for better impact the trainer must must have a consistent sets of simulated examples that will be used in every activities whether individual or team in order to test if learners comprehend and understand effectively. Maximizing topics link to team activities is a plus. The examples will even encourage learner recall of their past experiences where garnered knowledge is to be applied. In my experience as training facilitator I tried doing various activities linking their past situations to the theories and models we tackled and it helps the learners. It also gives me a quick analysis to evaluate my training effectiveness.

Always start with the end in mind. Before you start with a solution, you must know what success looks like at the end of the implementation. This is the only way you can evaluate and improve. To summarize the steps, 1) Define what success looks like after the implementation. 2) Design, develop and implement your solution. 3) Evaluate and improve. I developed what I call an "After Action Review (AAR)." It is a detailed document including behaviors to observe, questions to ask, people to speak with, and rating scales. You then get out into the field, wherever your people are, and complete the AAR. This is your evaluation using a thorough data-collection approach. This then feeds into your recommendations for continuous improvement.

Create a safe space for learning. Encourage questions, feedback, and open discussions. A positive learning environment promotes active engagement and knowledge retention. Also, Provide resources and support for applying newly acquired skills or knowledge in the workplace. Follow up with participants to track their progress and address any challenges they may face.

Training and devrlopment succeeds when L&D and Top management partners together towards achieving the vision. L&D does his part to do his dedicated homework to analyze,develop, deliver and reassess while Top leadership takes the genuine ownership where he promote and support everything.

"Le seul endroit où le succès vient avant le travail, c'est dans le dictionnaire." Donc on devrait établir une culture d'apprentissage continu, encourageant les employés à se former régulièrement afin d'atteindre les objectifs de l'entreprise plus rapidement. Cependant, il faut impliquer une évaluation minutieuse des compétences actuelles et l'adaptation des formations qui répondent aux besoins des employés, de l'entreprise et les évolutions du marché. On peut aussi intégrer des technologies et des outils innovants pour rendre la formation plus accessible, interactive et engageante.

To help you succeed in training and development, remember to design and execute your plan WITH your learners, not FOR them. By engaging them in the entire process, they take ownership for the results and you jointly create a program that meets their needs. This makes it more likely that they will complete the training and the training will be effective.

Adaptability. Being able to adapt key points to any occasion. While there is a need for practitioners to move with the times and keep up with developments, this can also be exhaustive. And when not done right, will work against them and not produce the desired outcome for the learners. Work with a handful of thinking tools that the practitioner is comfortable, familiar, experienced at using for the longest time, for example. Then adapt and adjust them to current situations.