Photo by: SeventyFour via Canva
One of the topics that pops up during many Langevin course overviews is what training “is,” and what training “is not.”
Simply put, training provides the knowledge and skills to meet or improve the performance required for any task related to a current job.
We often hear clients state the expectation is that learners will return to work and show proficiency for the tasks learned, immediately after training. This is an unrealistic expectation, so it is up to us to help our clients guide their learners on their journey to proficiency. To expect proficiency immediately after training completely overlooks the reality of the learning stages as someone progresses from novice to expert.
Who better than us to help our clients understand their role in the learners’ journey to proficiency? To do this we need to partner with managers and supervisors and ensure they are actively involved and looking after the following factors of job performance:
1. Ensure the learner has both the mental and physical requirements for the position.
2. Verify the learner has the proper tools and equipment for the position.
3. Provide adequate feedback and coaching for the learner.
4. Use appropriate incentives and rewards to motivate learners.
5. Outline the job guidelines and procedures
6. Explain how individual and team performance is measured.
We talk about the factors of job performance in our Training Needs Analysis workshop. If you haven’t already attended it, you should definitely check it out.
What do you do to help your clients as they guide their learners on the path to proficiency? What do you do to help them shine?
