The training matters, but what you do after the training matters more

The biggest flaw I see with work training initiatives is that there is little (or no) investment after the training is over. 

This is the most critical time! 

Imagine you are learning how to swim. You go to the pool and an instructor shows you what to do. After the 30 minutes is over the instructor hands you a certificate and sends you on your way. So, can we launch you into the deep end? Of course not. All the swim training did was give you the framework and some ideas. There is still so much to do before you could be considered proficient. 

So it goes with corporate training. You attend the all-day session. You get a firehose full of information and tactics. You leave exhausted. 

Then, you go back to your desk and what happens? The volume of untended work starts gobbling up your energy and enthusiasm, and a gap opens up between what you intend to do and what you actually do. 

If the all day training session was instead the opening ceremony to a lengthier, and better conceived, training initiative, things might be different. 

Here’s an idea: Identify what could be done in the 3 months after a training. What if you created a mastermind for the attendees? What if you added personalized coaching? What can you do after the training to help the ideas take root?

by Jonathan Wilson

Jonathan is the Head Coach at Sandcastle Company, a Seattle-based leadership training organization. His first book, Future Leader: Rebooting Leadership to Win the Millennial and Tech Future [link], is now available. Jonathan regularly writes and speaks about The New Leader Way, leadership resilience, and the future of work. He has years of leadership experience in both the public and private sectors, a master's degree from Seattle University, and professional coach training from the University of Miami.

Filed under: Leadership

Published on August 13, 2019

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