Driving Success with Effective Learning

Your Weekly Inspiration with Lily Woi

A weekly newsletter inspires you to take action and unlock greater performance in your organisation, your team, your career and most of all in yourself. All in 10 minutes or less.

?? Focus of the Week: Driving Success with Effective Learning?

This week, we dive into a crucial element essential for personal and business growth IF we get this right, which is effective learning.?

The key highlight is that success is not merely about acquiring knowledge or just attending a training session; it's about having a clear plan to translate that knowledge into meaningful action.?

What do I mean by this??

Well, it is to stop wasting money on training if you're not committed to implementation! ??

Now let me just say I agree that investing in employee training is vital and critical to help close any skills gap.?

BUT one essential aspect that often gets overlooked is implementation.?

Training without a well-defined transition and implementation plan back into the workplace is similar to pouring time and resources down the drain. ???

Here's why:

?? Waste of Resources: Training programs are expensive, not just in terms of money but also time and energy for all involved parties. When you fail to implement what you've learned, all these resources go to waste. And let's not forget the opportunity costs you have not considered.?

?? Lack of Results: The purpose of training is to drive positive outcomes for your teams and organisation. However, without a clear plan for how to apply the new skills and knowledge, the anticipated results will never materialise. You're just left with a post-training high feeling good about the experience, but change doesn't stick and translate into meaningful results.?

So, what can you do?

? Plan for Implementation from the Start: Before you even consider investing in any training, have a concrete plan for how the knowledge and skills will be integrated into daily operations. This might involve working closely with your supplier, setting specific goals or revising processes to accommodate the new learnings.

? Accountability: Ensure a system is in place to support employees to apply their learnings and hold them accountable to do so. Regular check-ins, action learning sets and feedback loops can help make this a reality.

? Feedback and Adjustments: Training isn't a one-size-fits-all solution. Regularly gather feedback from your team to identify what's working and what's not. Be prepared to make adjustments to your implementation plan accordingly.

OK but this takes time. What's a quick way I can get started?

Schedule an informal "Learning Implementation Check-In" with your most recent training attendees.?

Make it an informal conversation a few weeks after the training to discuss how they have implemented the knowledge gained - sharing progress and challenges with the benefit of encouraging peer learning. In return, it gives you great insights to further tailor support for attendees to embed the new skills and behaviours. In addition, these calls can help you track the impact of the training and build a solid case to implement a more formalised approach to transitioning learning into the workplace.?

Still unsure about taking action?

Reach out, and let's get on a call. We'll co-create the simplest path to either reshape your Learning and Development strategy, create a robust implementation plan or optimise your training strategies and make them more effective, driving clear results and returns. ??

Make sure to use your training investments wisely. Knowledge without action is just potential. It's the implementation that brings about real change and drives success.

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Warm regards,

Lily

Lily Woi - People & Culture Catalyst?

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