How to make training stick
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Are you tired of having to constantly force your colleagues through training and development programs that you have worked hard to put together and people don’t even end up using? Imagine instead if you could create training and development programs so effective and engaging that participants and line managers can’t wait to go through and apply. If you think about it, there is training that we all have experienced that is long-lasting. You have probably learned at some point in your life how to drive a car, swing a golf club, and even ski down a mountain. These are things we never forget. Why can’t business training be the same way? Learn about the principles behind Training that Sticks, for example: - How to create programs that are so engaging and practical that participants can’t wait to participate and try what they learn in the field; - How to support participants in overcoming their challenges and sharing their successes; and - How to create a self-sustaining community of continuous support among participants.
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How to make training stick
- 1. Paul Hesselschwerdt President Fabrizio Battaglia Partner What are the principles behind training that sticks?
- 2. 1. What is Training That Sticks (and why is it important) 2. Three Challenges 3. The Embedding Process, how and why it works 4. Results you can expect 5. Questions Today’s Agenda
- 4. 1. What is Training That Sticks (and why is it important) 2. Three Challenges 3. The Embedding Process, how and why it works 4. Results you can expect 5. Questions Today’s Agenda
- 5. What is Training that Sticks? Results in changes in behavior and improvements in skills that last Results in changes in the culture of the organization Significantly impacts business results
- 6. Does your training stick? Flickr: comedy_nose
- 7. Why is it important? 3 case studies Flickr: jurvetson
- 8. Research says: Source: Richardson and Training Industry, Inc. Why are so few companies are successful ?
- 9. 4 Why does some training stick?
- 10. 5 And Business training doesn’t?
- 11. 1. What is Training That Sticks (and why is it important) 2. Three Challenges 3. The Embedding Process, how and why it works 4. Results you can expect 5. Questions Today’s Agenda
- 12. 6 How can you provide training that stays with participants for a longer time? Challenge 1 People forget fast
- 13. 90% of all your activities are habits How can you insert new behaviours in already “full” agendas? Challenge 2 Most behaviors are habitual
- 14. How can you help people recognize and overcome their own mental barriers? Challenge 3 People have strong barriers to change
- 15. 1. What is Training That Sticks (and why is it important) 2. Three Challenges 3. The Embedding Process, how and why it works 4. Results you can expect 5. Questions Today’s Agenda
- 16. Research says: Companies invest mostly in delivery Source: Richardson and Training Industry, Inc.
- 17. But effective companies invest more in sustainment Sustainment +61 % Source: Richardson and Training Industry, Inc.
- 18. LEARN & APPLY Traditional EMBED SUPPORT TimeGPI Embedding Process LEARN Traditional vs. GPI Embedding Process
- 19. Learn - Embed -Support Preparation Webinars Stage 1: Stage 2: Stage 4: Up to 1 month Stage 3: 4-6 weeks 3 months Stage 5: Learn Workshop Application Webinars Embedding Workshop Support Webinars The Embedding Process
- 20. Stage 1 - Preparation
- 21. Outcomes Preparation Webinars • Communicate the Vision and gain buy-in • Clarify purpose, process, expected outcomes, roles and responsibilities • Gather data to be used in live workshops and throughout the program 11 70% of effective companies communicated the strategic importance of the training prior to workshops Research says: Source: Training Industry Inc.
- 22. Stage 2 – Learn
- 23. 13 Traditional Training “Teaching Approach” Global Partners Training “Practice Approach” 20% Application Participants get frustrated, do not see how to apply in real life Participants see the concept works. They can’t wait to try it in the field 80% Application 80% Teaching 20% Teaching What’s different? Little theory; lots of practice
- 24. 17 Participants cannot access support when they need it most, they just don’t apply Participants receive in the field support to overcome barriers, and share their successes Traditional Training “Single event Approach” Global Partners “Application Approach” What makes it work? Practice with a coach
- 25. Stage 3 – Application
- 26. Stage 4 - Embedding
- 27. 17 When this phase exists, participants are told to make it, regardless of what prevents them from “doing it” Participants recognize their own barriers and decide to overcome them to “make it” Traditional Training “Outside-in approach” Global Partners "Inside-out approach” You CAN ??? What enables change? Recognition
- 28. Stage 5 - Support Source: Richardson and Training Industry, Inc. Research says:
- 29. 22 Traditional Training “Individual Approach” Global Partners Training “Sustaining Approach” There is no community to rely on for supporting new behaviours Participants keep supporting each other thanks to Peer Collaboration What makes it stick? Peer Collaboration
- 30. Why the embedding process works 23 Habits Structure + Modification Coaching + Peer Collaboration
- 31. 1. What is Training That Sticks (and why is it important) 2. Three Challenges 3. The Embedding Process, how and why it works 4. Results you can expect 5. Questions Today’s Agenda
- 32. Total Customer Focus • Expansion, retention and renewal of service contracts • Reduction of service ‘giveaways’ • Increased adoption of new technologies Trusted Business Partner • Increased account share • New opportunities within accounts Strategic Account Alignment • Increase in account share from 0 to 25% • Partnership with senior management at key accounts Challenge… Where you applied the training Approach… That you used Results… That you achieved Tangible Outcomes
- 33. How to Make Training Stick Webinar How to Make Training Stick Webinar: http://bit.ly/1hpI1Ol In this webinar you will learn about the principles behind Training that Sticks, for example: • How to create programs that are so engaging and practical that participants can’t wait to participate and try what they learn in the field; • How to support participants in overcoming their challenges and sharing their successes; and • How to create a self-sustaining community of continuous support among participants. This webinar will provide you some of the newest ideas and techniques from our experiences implementing Training that Sticks with companies in Healthcare, Technology and Engineering.
- 34. Ph. 781-352-2460 info@globalpartnersinc.com www.globalpartnersinc.com Global Partners, Inc. One Broadway Cambridge, MA, 02142 Contact Us for More Information
Notas del editor
- Good afternoon and welcome to our webinar. My name is Paul H, based in Boston MA and my partner, based in Italy We are delighted to bring to you our experiences in implementing a new type of training and change management program that we like to call “training that sticks” The challenge of implementing programs that are effective and long-lasting has been with us for a long time. And while many companies have achieved some success, we believe that the approach we will share with you today can be effective with any company and any type of training and development
- Here is the agenda for the next 40 minutes. Before we get started, we want to look at what you said were your biggest challenges in this area
- Themes Content of the Training itself, for example Global training using video Training Quality Engagement of participants Skills and Behaviors Training Retention Application of Training Training Implementation Consistency Measurement ROI Return on Training Monitor Training efficiency Other Sales Materials ‘Stick’, training sales/distributors
- Let’s start with some definitions of What do we mean by training that sticks And why is it so important
- At Global Partners, we define Training Sticks as having 3 characteristics First: It results in changes in behavior and improvement in skills that last more or less for life Second; As new behaviors and skills are applied by people, they become embedded in the culture of the organization Third; in order to be continuously supported by the organization, the training must impact the results of the organization credibly and significantly In 2013 businesses spent $62 billion on management training in the US alone training. While some of this training has a lasting impact on behaviors, culture and results, a great deal of it doesn’t, in short it doesn’t last. We want to help you and your organization to make sure that your training is the kind that sticks LET’S START BY ASKING FOR YOUR INPUT. How effective is your training
- 5 min – 15 min, including comments Does your training stick? Does it in general meet the 3 criteria we described? Take a moment and answer A)Rarely B)Sometimes C)Frequently D)Always
- So why is it so important that companies create training that sticks? The answer really goes to how you view training. Everybody knows that the key to competitiveness for companies and even countries lies in its ability to continuously develop and employ highly effective, productive and innovative people. In the end that requires training that will stay with people for a long time, perhaps a lifetime. Here are 3 companies that we will we have created training that sticks for in order to drive their competitiveness First was A global technology leader that needed to shift the culture of its technical service from Customer Satisfaction to Total Customer Focus Next is A leading Hospital equipment and services supplier that needed to move the thinking and behavior of account managers from good supplier sales people to Trusted Business Partners And third was global semiconductor company that needed to capture significantly larger share of business from its key accounts TRANSITION LET ME TURN THE DISCUSSION OVER TO Fab to GIVE YOU AN IDEA OF WHY COMPANIES ARE NOT SUCCESSFUL AT TRAINING THAT STICKS AND WHAT CAN BE DONE ABOUT IT.
- FAB 1.15 According to Research by Richardson Sales Training and Training Industry Inc. roughly 1/3 of companies surveyed rated their training programs effective or very effective at sustaining the impact of their sales training programs and only ½ said their training lasted more than 6 month. Why is that? What do the companies that create lasting training do differently? And what can we learn about creating training that sticks?
- If you think about it, there is training that all of us have experienced that is long-lasting. That sticks. For example… Once we learned how to drive a car, we never forget . A golf swing is something we learn when we take up the game and are able to replicate over and over, pretty much in the same way Or the ability to ski is a skill some of us learn when we’re young and it stays with us for a lifetime. Why can’t business training be like this? We believe it can be and have proven it. But , to develop training that lasts, we first have to ask ourselves: What needs to change?
- Paul + 1 min. 5 topics we will cover in this webinar you will learn The difference between CXO selling and Engaging with. CXO selling has been around for a number of years. And CXO’s now expect that their suppliers will use this approach to ‘pitch’ their products. Before we get started, we want to look at what you said were your biggest challenges in this area
- Have you ever heard of the Memory Hole? It gets its name because much of what we learn through traditional training approaches is forgotten within the first few weeks. Here’s what happens: Research shows that in a lot of learning or classroom instruction: As much as 42% of what we’ve heard is forgotten after only 20 minutes 66% can be lost after one day And an amazing 75% within a week Now this is not really the fault of the learners , it occurs because we’re human. It’s simply the way our brains work The good news is, it does not have to be this way. It’s a fact but it is not fatality
- Imagine that each morning when you wake up, you had to decide what to do next.
- The brain is hardwire for survival, and creates powerful barriers against anything that can destabilised a safe equilibrium The brain learn through failure, an emotions. Now if you systematically avoid the dangerous situation, when under pressure you will dig in your library of reflexes, where you will not find
- 1.22 PAUL Let me just jump in to introduce out next topic What we call the embedding process is a blended learning system that focuses on exactly those 3 areas that Fab talked about, namely How do you get people to retain and apply more of the learning and new behaviors How can we make space in our busy lives to take on these new behaviors and turn them into new habits and How do you help people overcome the mental resistance to change that all of us have.
- PAUL Again, the research supports our experience which is that instead of investing the majority of the time and effort in classroom delivery
- Companies need to do more before the delivery and especially afterward
- 1.25
- Intro and explanation of the program Facilitated discussion Videos to engage participants Explanation of key tools Pre-workshop preparation assignments
- ANSWER SOME QUESTIONS: WHAT HAPPENS? HOW DID THIS WORK AT ASML, ST, GEHC WHY IS IT IMPORTANT FOR STICKING? WHAT IS DIFFERENT FROM WHAT THEY NORMALLY DO? WHAT ARE THE CHALLENGES, I.E. ATTENDANCE
- Highly realistic and relevant case studies, role plays and examples Feedback on skill levels ‘in real time’ Individual Action Planning Realistic examples and case studies are the most effective ways to I build retention during the workshop – Richardson study
- What is different about training that is long lasting? First of all, the training involves a little theory but lots of practice , in the workshop and in the field. In a traditional ‘teaching approach’, participants spend roughly 80% of their time learning (which we now know can quickly be forgotten), and 20% applying, As a result participants don’t see how to apply this in real life. In the end, they become frustrated and eventually give up trying to apply the training In an approach focused on training that lasts, these percentages are reversed. Some theory but with a lot of practice and application in the classroom and all along the way. And there is something else accomplished that is very important. By spending most of the training time on application and practice, participants leave the workshop with strong confidence and motivation to practice in the field. They literally CAN’T WAIT TO USED WHAT THEY’VE LEARNED!
- The second factor that makes training stick is about the support you get as you implement your new skills All too often, the training consists primarily of a Single Event. In the workshop, participants learn form the trainer, but afterwards the Trainer is not available to coach and support the participants as they apply the training in the field. In effect this follows a sort of a DIY, or Do It Yourself approach. Of course there is a very practical reason for this ; the trainers simply can’t follow-up with every participant What’s needed is a way to re-engage with the participants after they have had the opportunity to apply the training, In our Continuous Support approach, participants have access to regular, on-line coaching session with the Global Partners facilitator, where they can discuss the barriers they encounter, share their successes and receive advice on how to further apply the training – to make it stick This is one form of continuous support, Another is the third critical factor in making training stick. Something we call Peer Collaboration
- Apply in the field Compare experiences, what works and doesn’t Share best practices and learnings Coaching by facilitator and peers Then they practice. What do you need most when you practice in the field is the consultant or a peer. Once you have practice for a few weeks. Once they have applied in the field they bring back the biggest challenge they have encountered in the field. The second thing that we do is we get them to acknowledge there are barriers they have to overcome. They leave with specify action plans that they will apply in the follow up phase. Then the magic happens. How do you know it has been embedded? At the end of the process every participant create a case study. A condition to complete the program then they have to tell the story. On top of that those creates a lot of best practices for the company to exploit. These people become the CHAMPIONS (not alumni) TRANSION: here is the application workshop and the core
- Share Best Practice applications, tips and pitfalls from the field Identify and address mental barriers Address specific individual challenges Commit to change
- The second factor that makes training stick is about the support you get as you implement your new skills All too often, the training consists primarily of a Single Event. In the workshop, participants learn form the trainer, but afterwards the Trainer is not available to coach and support the participants as they apply the training in the field. In effect this follows a sort of a DIY, or Do It Yourself approach. Of course there is a very practical reason for this ; the trainers simply can’t follow-up with every participant What’s needed is a way to re-engage with the participants after they have had the opportunity to apply the training, In our Continuous Support approach, participants have access to regular, on-line coaching session with the Global Partners facilitator, where they can discuss the barriers they encounter, share their successes and receive advice on how to further apply the training – to make it stick This is one form of continuous support, Another is the third critical factor in making training stick. Something we call Peer Collaboration
- Support change process Develop supporting community Peer collaboration and peer coaching Reporting and measuring
- Training programs that don’t last because they rely too much on the individual to figure out for themselves how to apply the new skills and tools In our Sustaining Approach, instead of the individual participant being left to himself to figure out how to apply the training, participants can rely on others for support, they share best practices and learn from the experiences of others Ultimately this creates a process that can be replicated again and again because it is built on community, collaboration and support rather than instruction alone. Now when participants are out in the field, they don’t feel alone but instead feel supported thanks to peer collaboration and a network they can count on.
- 1.40 And finally we want to be able to share with you the results you can expect to achieve with this type of initiatives
- We want to make the point that Training that Sticks is an overall approach that can be applied to any topic. In the cases we have used, we applied it to move one technology company from focusing on merely satisfying the customer to becoming totally customer focused. The business results impacted included extension and expansion of customer service agreements, worth millions of dollars, the reduction in free service and parts giveaways as well as process improvements. In one case, the customer improved installation time and saved more than 40 million Euros Similarly with the hospital equipment and services supplier, by becoming a trusted business partner, their account managers deepened relationships with senior executives, which led to new opportunities and deeper account penetration And in the case of the semiconductor company, 1 account team alone moved their share of the customer from zero to 25% in less than 3 years.