Focus Magazine - Spring 2016 - (Page 11)

GUEST EDITOR Glen Drummond 'Training Event' or 'Learning Experience'? Impactful training usually links to more than just a training event. F rom time to time we all hear terms like, "it's a training issue" or "we need to pull together some training on this ASAP." Many times, these are requests that surface because of a new skill or knowledge need. But in some cases, the previous training event didn't root in behavior change. We should ask ourselves, "Was it really a training event or was it truly a learning experience?" and "Why did we not see the behavioral change we expected?" In these times, where departments are smaller and budgets are tighter, we are expected to do more with less to ensure our commercial teams are well-prepared. While we are challenged with resourcing to achieve our goals, what has always driven me is to ensure what we deliver is not a "training event" but rather a "learning experience" that is rooted in strong instructional design and sequenced and reinforced over time to change behavior. It's all about development! While this may seem trivial, it is at the core of what makes a training function a success in an organization. Impactful training usually links to more than just a training event where we improve people's lives through learning. A good example of this might be using a blended learning approach to achieve a specific learning objective. Perhaps it is a series of e-learning modules followed by an online meeting to address questions and cement the knowledge acquired through the modules, which leads to an instructor-led workshop to reinforce the learning through application. It usually isn't just a one-time approach and then hope that we addressed the need! If we solely focus on providing training events based on the flavor-of-the-month training need, which we hear about so oen, we may check the box of accomplishing the task at hand, but may not see the desired behavioral change in our customer, whether it be the sales rep, district manager or regional director. Isn't it ironic then, that down the road, we hear again, "We need to do more training on this," since the first event didn't really change behavior. I submit that if we plan our training with an approach much like we ask our sales reps to plan their calls - linking it to a call continuum and building on what was accomplished previously - we too as training professionals would see greater results in behavior change. Planning the correct sequencing of training linked to objectives, including proper spacing for new habits to take root, is key. It's also key to help educate those above us in non-training roles as to why training events may not work. I realize there are many factors that impact the training we provide, such as quality of content and delivery, time allocated, spacing and sequencing, application, skills of the trainer, the desire to learn, and coaching and post-training pull-through from field management. And, of course, utilizing other reinforcement vehicles post-training to ensure the new behavior is taking root and becoming new habit. However, if we can begin to enlighten others who drive the training demand outside of our training teams to think about what we really do, we will be seen more strategically, have greater impact in our organizations, and ultimately achieve our goal as training professionals dedicated to advancing knowledge, skills and behaviors for our customers. at's enriching the lives of those we support. ■ Glen Drummond is senior director, commercial learning & development, for Depomed. Email Glen at gdrummond@depomed.com. FOCUS | SPRING 2016 | www.L-TEN.org 11 http://www.L-TEN.org

Table of Contents for the Digital Edition of Focus Magazine - Spring 2016

Focus Magazine - Spring 2016
From the President: Change is in the Air
Table of Contents
Table of Contents
Guest Editor: 'Training Event' or 'Learning Experience'?
Directions: Engaging with Life Sciences Leaders
Front of the Room: 'It Can't Be Me, Right?'
Neuroscience: The Science of Imitation
Bristol-Myers Squibb: Launching a New Global Selling Model
Accelerating the Journey to Customer-Centricity
Cognitive Science: Creating More Effective Multimedia Learning
The Art of Sales Improvisation – Your Competitive Advantage
Developing Leaders Who Excel at Strategy Execution
Learning Technologies for Event-Based Training
Defending Your Sales Process
Virtual How: Market Access Training
Ad Index
Focus Contacts
5 Questions with Kevin Kruse

Focus Magazine - Spring 2016