Training Industry Magazine - May/June 2020 - 55

DOUG HARWARD

SECRETS OF
SOURCING

5 WAYS TO IMPROVE
THE PERFORMANCE
OF YOUR LEARNERS
Training Industry, Inc. has spent a decade
conducting research on what makes a
great training organization, as well as
the practices they employ to achieve
high-level results. These findings have
allowed us to produce a variety of
models to help the training manager
with developing organizations that
offer applied learning experiences to
improve behavior on the job - ultimately
improving business performance.
We have found that the common
denominator of all great training
organizations are the exceptional leaders
of the training function. Strong leadership
is the single characteristic that transforms
a good training organization into a great
training organization. Training functions
may have well-defined processes,
access to technologies and learning
tools, and experienced instructors - but
high-performing training organizations
have leaders who understand how to
achieve true behavioral improvement
that improves business outcomes.
The reality is that the training function is
not to serve as a teaching organization; it
is to serve as a performance improvement
organization. Of course, teaching fosters
performance improvement. However,
our responsibility is not simply to deliver
courses but to get learners to behave in
a way that achieves business results.
I know that everyone in our profession
ultimately understands this concept,
but we still have a long way to go to
develop the future leaders of our training
organizations and to prove the impact of
training. The good news is our industry

has moved forward leaps and bounds.
By better understanding the science
behind how people learn, we can reduce
the amount of time people spend in
training and increase the time they spend
practicing and improving behavior.

STRONG LEADERSHIP
IS THE SINGLE
CHARACTERISTIC
THAT TRANSFORMS
A GOOD TRAINING
ORGANIZATION INTO
A GREAT TRAINING
ORGANIZATION.
Here are a few easy-to-implement
practices that, when done effectively, can
dramatically change the performance of
your learners.
1. On-the-job practice: Formal training
programs are effective in helping the
learner understand the responsibilities
and expectations of their role. But the
best way for anyone to get better at
their job is to gain experience. Doing
the job without a deliberate plan for
improvement may constitute doing
the same, wrong thing repeatedly.
Each job should have a clear on-thejob learning component defined with
learning objectives and performance
milestones. Improvement comes from
deliberate practice.
2. Feedback: Understanding when
you are doing something wrong
is critical for improvement, but it's
also important to know when you're

performing well. Feedback is not just
about having someone telling you
when something is right or wrong.
It's critical to have the knowledge to
evaluate your own performance.
3. Reinforcement: Research has found
that the foundation of learning comes
from skills, concepts or practices
being reinforced over an extended
period of time. We often think of
reinforcement as what a facilitator or
supervisor provides us in feedback.
Reinforcement can also come in the
form of reminders for deliverables or
on the importance of practice.
4. Spacing: Conducted over a century
ago, the research of Dr. Herman
Ebbinghaus concluded that information
or skills practiced and reinforced
over time minimized forgetting and
ensured performance continuity.
Spaced learning requires information
to be reinforced over an extended
period of time rather than delivered in
a large, single dose.
5. Coaching: One of the most effective
techniques for improving performance is
coaching. Providing objective feedback
is critical, but the most important aspect
of coaching is providing learners with
direction on how to move forward.
The most effective coaches provide
a plan on how to improve, as well as
affirmation and recognition when they
reach their goals.
Doug Harward is CEO of Training Industry,
Inc. and a former learning leader in the
high-tech industry. Email Doug.

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Training Industry Magazine - May/June 2020

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