The Golden Rules for any Learning & Development Manager

[ryan]

The Golden Rules here will make you a success in your role and help make the Corporate you work for successful. This is a simple list of what to do .... If you want to know HOW to do it, then tune in for the next blog where I'll explain more on Golden Rule 7, 9 and 14.

1. View training follow-up as part of every training intervention.

2. Get learners' managers involved before and after training.

3. Evaluate your training programmes to determine whether they are working and to improve subsequent training.

4. Before designing a training program, determine what learners will be doing better and differently after the programme. Be clear about what evidence will be acceptable to determine success.

5. Utilise a technology-based training-follow-through system to drive learning application and accountability.

6. Understand the business. Be proactive in suggesting training and development solutions. Check your understanding with line leaders.

7. Utilise evidence based practices, including research-based instructional design and after-training evaluation.

8. Avoid "dense-pack education - the tendency to cram every conceivable topic into a program of a few days."

9. Focus on creating transfer during all phases of training - while designing training, while delivering it, and during follow-up.

10. Consider using senior executives to teach leader ship - it is one of the fastest growing trends in executive education.

11. During training, stop after each topic and ask participants questions that challenge them to think about applying what they know.

12. Learners should develop "learning transfer objectives" and be prepared to work toward them while back on the job.

13. Send learners objectives to the learners managers to increase follow-up application and accountability.

14. Utilise Marshall Goldsmith's "feed forward" techniques to help learners generate ideas for training application.

15. Recognise that there are factors that decrease the likelihood that learners will put their learning into practice, and that the impact of these factors can minimised only through a systematic follow through process.

16. Utilise reminders to facilitate memory and spur on the job application of training.

17. Hold employees accountable for making effective use of the training they receive.

18. Consider coaching as a complement to training, providing learners with coaches to increase the likelihood of energetic and appropriate application.

19. Learning programmes that "demonstrate sound, thorough, credible, and auditable evidence of results are able to garner additional investment; those that cannot are at risk."