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We as training organizers want our programs to produce new behaviors and great results for the organization. So, how do we do this?
There are many ways to tackle this, but today I want to zero in on an extra critical point of the timeline: when co-workers return from training.
Whether it’s physical or virtual sessions, the point when a co-worker returns to the workplace after a session is absolutely crucial. If we can get the co-worker’s attention and make them do something related to the training, it makes it that much easier to do something the next day as well. And the day after that, and on and so forth. The wheels are in motion.
However, if we FAIL to engage the co-worker at that pivotal point, everything they’ve learned may very well end up the way of Ebbinghaus’ forgetting curve, and the training won’t have any effect.
The first impression when a participant returns from training is just as important as the one made in our physical or virtual classroom, which means we should be devoting just as much care and attention to both.
So, here are two suggestions on how to get the attention of the participants and their managers, and kick-start their path to change:
“A huge thanks for an inspiring day yesterday! Now that you’re back at the workplace, it’s time for the real challenge: Taking what you learned in training and turning it into new habits and behaviors.
You probably have lots on your to-do list after a day of absence, so let’s start simple:
What’s a small step you can take today that will move you closer to the goal you set for yourself at the end of yesterday’s training?
Remember: The smaller your next step is, the more likely it is that you’ll succeed!”
“Dear [MANAGER’S NAME]! Your co-worker is returning from training today. What happens on the first day back from training can have a major impact on whether the training is successfully implemented, or effectively forgotten.
In your role as manager, a small effort can make a big difference.
By asking your co-worker the following question, you show that you value the training and that you expect it to be put into practice – two key components in making sure the training leads to results.
Question to ask: “What is a goal you have set that relates to this training program, and what will be your first step towards reaching it?”
Don’t hesitate to respond to this e-mail with any questions on how best to provide support.
/[YOUR NAME]"
Of course, from a learning perspective there’s much more that can be done to optimize the participant’s first day back at work, but if you’ve covered these two aspects – contact with both the participant and their manager – you’ve come a very long way already.
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