Training Industry Magazine - Summer 2022 - 40

It's been said that you can't get good
at something unless you are willing
to be bad. Practicing what you are
not yet good at is not fun. It can be
uncomfortable and even painful, so the
trainee must want to do it. They need
to tolerate the discomfort while they
practice to improve.
a learning workflow happens on their
watch, so they also need to be " sold " on
the process and the journey of the trainee.
Who else should be involved but often
isn't? Peers, customers, sponsors,
colleagues in other departments? Who
else can contribute to the workflow in
some meaningful way?
One of the biggest impacts other
people have on a learning workflow
is the culture they embody. What is
the
culture
One of the biggest
impacts other
people have on a
learning workflow
is the culture
they embody.
WHO IS INVOLVED?
Clearly the local line manager has a big
influence on the trainee while they are
doing activities in the workflow. Most of
within
the
organization
with regards to learning? And how is
that culture promoted by factors such
as measures, incentives, managerial
behaviors, stories, tools, systems and
infrastructure?
WHAT'S THE TIMELINE?
A learning workflow means you need
to consider time. This is new to most
people in L&D. When you look at the list
of steps or tasks in the workflow, is there
a balance of time commitment along the
journey? You need a balanced workflow
load, not big peaks and troughs.
And you need a plan! Your trainees will
be much more comfortable if they have
sight of the outline of the workflow
and what they are committing to over
the journey. This is the same sense of
comfort you feel when you program
MEASUREMENT
As with any L&D program, measurement
is critical. If you follow the steps above,
measurement will be relatively easy
because you have a defined set of
behavioral outcomes, each one with
a set of criteria that describe what will
be observable when those outcomes
are achieved.
Paul Matthews is an author, speaker
and consultant in the learning and
development industry. Email Paul.
your GPS and you can see the route laid
out on the map.
BALANCE AND FLOW
A good learning workflow is balanced.
One task builds on previous tasks
and sets things up for the next task.
Think of flow and precedence. Think
of what is needed and by when. Little
and often is a good mantra. Just as
it is important to balance the activity
load over time, it is also important to
balance the cognitive load.
For many programs you will end up with
a repeating cycle, often with a weekly
cadence, but there are other valid
formats depending on what you are
trying to achieve.
Steps to Achieve Behavior Change
Start with the end in mind - behavior change.
Do a behavioral needs analysis to get
clarity on your outcomes.
Design a workflow of activities spread
over time that will achieve your outcomes.
Measure your results and then refine
your workflow.
As always, there is more to be said.
Check out the e-book, " How to Reboot Training Post Pandemic " to learn more.
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https://paul-matthews.com/ https://paul-matthews.com/files/PA-eBook_How-to-Reboot-Training-Post-Pandemic.pdf
Training Industry Magazine - Summer 2022

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