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So, your team is designing and developing training products that are running smoothly. You’ve got virtual courses, face-to-face courses, and e-learning tutorials, as well as some other blended approaches. Your learners are not only learning, but they’re also enjoying the training!
Sounds like a training department’s dream, right?
Now, think about this possible snag in your dream—you don’t have the management buy-in you want and you wonder how to support the employees once they start applying their new skills on the job.
Including reinforcement activities in your design can help ensure management will hold up their end of the bargain. I would recommend embedding reinforcement activities that promote management buy-in before, during, and after your training.
Here are a few examples of reinforcement activities you can use in your next course design:
Before
Set up a process for managers to communicate to their employees why they are participating in training, what they’ll learn, and how they’ll apply their new skills on the job.
During
Have learners bring samples of their work to the course and give them time to assess its quality in terms of the new skills being learned. This is a great product for them to share with their manager during their debrief after the training is completed.
At the end of the training program, discuss obstacles that could prevent the application of the new skills. Discuss ways to overcome obstacles. Share these obstacles with management so they can support the new trainees back on the job.
After
Give learners an on-the-job assignment to complete after training and then share with their manager.
These techniques won’t take much time, but they will help get the results the organization is looking for!
If you want to learn more about this topic, check out one of Langevin’s design workshops, like Instructional Design for New Designers, where you’ll get the knowledge, skills, and practice needed to start implementing reinforcement techniques. We even provide job aids to support you as you go back to design your next training!
What is one of your favorite reinforcement techniques that increases management buy-in and improves performance back at work?
