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Written by Andi Roberts
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Friday, 29 October 2010 14:17 |
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I recently got asked to develop a session around what stops learning from a course being implemented. Here are some thoughts on what stops a course being effective and some ideas on how to deal with them.
The organisation
Barriers from the organisation
Planning - poor training needs analysis to kick of with
HR or business has a negative attitude towards training.
Purchaser provides poor briefing to training provider.
Inadequate follow up from HR on course design, delivery and support.
Evaluation at various levels not carried out by HR or sponsor.
Lack of line management support/commitment to the training course.
Purchaser not prepared to fund follow up or give time for supporting activities
Solutions : Before the course
Broaden the input into the Training Needs Analysis.
Establish clear objectives and learning outcomes for the course.
Pre course briefings to explain objectives to all stakeholders.
Pre course meetings with provider to understand organisation and its culture.
Help delegates to understand relevance of the course to their jobs.
Solutions : During the course
Provide cover for participants whilst they are away from their jobs.
Reinforce how content supprts the daily work.
Strategise about how to ensure learning takes place.
Solutions : After the course
Provide opportunity for follow up work and reviews.
Provide regular feedback, counselling and guidance.
The work place
Barriers from the work place
Culture does not encourage change.
Lack of management commitment to the course or learning.
Lack of support within the organisation in terms of giving people time and space to implement deas.
High work load time pressure on everyone .
Organisation changing structure too often.
Difficulties to implement changes for various reasons.
Isolation from team after course.
Lack of support network to embed learning.
Solutions : Before the course
Ensure all participants attend / receive a briefing.
If the course is a team development course ensure ALL team members attend.
Ensure commitment of all levels of management to the course.
Identify people who will provide on-going support and motivation to participants.
Help participants understand relevance to job.
Solutions : During the course
Help participants understand relevance to job.
Provide cover whilst the participants are away from work.
Solutions : After the course
Post course reviews with participants by line manager.
Provide opportunity for follow up work and reviews.
Provide regular feedback, counselling and guidance.
Give thanks and recognition of improvement.
The learner
Barriers from the learner
Learner misunderstanding the point of the course
Learner’s attitude, perceptions and fears of doing something different after the course.
Learner won’t take responsibility for own learning and changes.
Behavioural change is difficult
Solutions : Before the course
Pre-course briefings with participants to alleviate fears and explain objectives.
Ask participants who have attended to talk to future delegates.
Help participants understand relevance to job.
Solutions : During the course
Encouraging participants to be responsible for own learning.
Encourage participants to be positive about change.
Raise awareness of difficulties of changing one’s own behaviour.
Plan in the course how they will pass barriers to learning.
Solutions : After the course
Find a buddy to meet up with and regularly review application of learning.
Swap team roles back at work.
Take personal time to reflect and look at things differently.
Provide opportunity for follow up work and reviews.
Provide regular feedback, counselling and guidance.
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