Keep the momentum of learning
Without getting too meterphoric working as a trainer or facilitator can often feel like you're dropping nuggets of learning in to still water. The changes in individuals are like ripples across the surface.
For some they are almost Tsunami like with huge perception and behavioural changes created. For others the effect is more akin to lots of smaller shallow ripples of change with less noticable impact.
Either way the challenge is often after the workshop or learning event how do you keep the momentum of the 'ripples' or learning continuing?
Sooner or later the waters surface returns to calm. The learning get's forgotten or isn't implimented.
In our experience the best way to ensure the learning is continous and embedded starts from before the course.
It's important to discuss and clarify how the learning will be supported and bought back into the business.
If there's no opportunity to apply the new skills, process or behaviour then it won't be sustained.
There needs to be a conversation with Line managers to ensure opportunities are created and learning is supported post workshop.
As part of action planning on the workshop there needs to be consideration given to the 'What if's..'.
That's to say learners need to consider not only how they will be applying the learning, but to consider what potential barriers to learning application they may face and what approaches and stratigies can they use to overcome these barriers.
This is often not considered and as a result learning falls at the first barrier or obstacle it facing.
So the best way to keep the ripples flowing is to remove barriers, allow opportunities for the application of the learning and regularly stimulate with further nuggets or development.Tags: HR, learning, training, Momentum, CPD, L&D