How to Ensure New Concepts Survive the Training Room

"The goal of any training is to provide information that changes a specific outcome. While some training may be focused on the ability for a person to show awareness, another training session may be designed to create a literal result, such as more customer served per hour. In each case the classroom time is the incubator for the new ideas. The question then is how can you test the theoretical knowledge you are sharing in order to validate that learning is taking place in a way that will create real change after training has ended."

 

Based on the fact that there are many models, numerous theories, and thousands of books I want to suggest a three part model that may prove useful to you. This model is what I call RLVA which stands for Review – Link – Visualize – Act. These fours elements are a simple way to ensure your training and development move beyond the classroom to the workplace. While each part of the process may occur at different intervals while training a subject, the primary goal is to ensure all parts are completed before a training session ends.

Let’s look at each of these elements and review ways to activate the learning as it relates to RLVA.

 Review is the best way to eliminate assumptions and clarify understanding throughout any training session. The review in the session is an ideal way to pause, take time to observe what has happened, and to begin processing new ideas, concepts, and models. This is the ideal time to ask questions that seek a statement of what they took from the experience.

•  What did you learn or find interesting during the lecture?
• What stands out to you from the last activity?
• How did you feel during the group challenge?

 

Link is exactly what it’s name implies; an opportunity to link new information to past experiences. The ability to derive value from connecting new information to past experiences is a major part of adult learning psychology. By placing the new information in the context of existing knowledge participants validate their comprehension, and assign personal value to new concepts. Questions include…

•  What meaning did you make of the reading or activity?
• How does this new concept fit with what you already know?
• Where is this true in your personal or professional experiences?

Visualize is the vital next step to taking a concept and giving it life outside the classroom. This element can take the form of brainstorming, mind-mapping, or a full-group discussion. The key is to provide a free-form opportunity to visualize using new skills on the job. By inviting participants to see themselves behaving in a new way while in class, it creates a mental model, or image that generates recall as they implement changes on the job. The ability to recall doing the activity is key to making the integration smoother and less abrupt. Some ideas for directing this visualization step include…

•  What could you do with this information?
• How do you see yourself applying this idea on the job?
• What ideas come to mind as you think of implementing these changes?

 

Act is short for Action – and it the step focused on gaining agreement to new behaviors and ensuring there is a plan of action in place before training has ended. While an action plan is not a new idea, in conjunction with the review process, the linking step, and visualization questions it is the last step toward agreed upon behavior change. We are all aware that forcing someone to change rarely works. By creating a collaborative dialogue model to build an action plan participants remain in control of the outcomes, and their success. The key to driving value and the start to lasting change is to agree upon time sensitive actions, to maintain urgency even after training is concluded. Some ideas for creating a plan of action start with questions such as…

•   What three ideas will you implement this month?
•  Who are the existing customers you want to reach out to and when?
•  When will you communicate these new ideas to your new customers?

 As you move through a training session make note of when these events are taking place. You are likely performing all of them to some degree. By using a model like this, you can amplify areas you feel are most important, and minimize or eliminate assumptions about how well a new concept is being understood.

  

DARE TO BE GREAT!