In the L&D industry today it is not presumptuous to assume that we are primarily concerned with helping employees to learn and to ensure that as such we are making an impact on organisational performance…

To do this, we need to involve line managers and team members right at the very beginning of the learning process, the Learning Needs Analysis. It is important to not only define the specific need but to also make clear what will be different when the learning need is met.

All too often, we hear delegates say that they are not sure what they are expecting from the training they are attending.  With this in mind it is important to take the time to brief individuals on why they have been asked to attend training, set personal objectives and agree together on the desired outcomes.

Finally, it shouldn’t be ‘business as usual’ when the individual returns to the workplace.  Post training conversations need to be happening between the individuals and managers to discuss any ideas that were generated and if there are any associated action points to follow up on.  Future regular monitoring should also be scheduled to discuss:

  • How did we want things to change?
  • How have things differed since before the training took place?
  • What are the positive benefits we have seen?
  • Have we noticed any unintended outcomes?
  • What do we need to do next to continue improving?

It is only when we are implementing a 360 learning approach that we can start to see direct impacts on the overall organisational performance and growth.

Read more here.

If you feel like your managers need support with how to hold Effective Appraisals and having pre-learning conversations then we can help…


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