Stop Making Learning And Development A Check The Box Activity

By Lou Quinto, Executive Coach and Speaker

In 2021 it’s projected companies will spend almost $85 billion in learning and development programs for their employees. As with all business expenses companies want to ensure a good return on their investment. Unfortunately, a direct connection between learning and development expenses and the company’s bottom line can be difficult.

To maximize the ROI and to see the benefits from all learning and development programs, it must be viewed as a two-step process. The first step is to deliver information and knowledge in a comprehensive interactive, formal setting – classroom or virtual. The second step is with follow-up through post-delivery coaching to ensure that new skills are implemented and developed.

Most companies have viewed training from the lens of just delivery, while most employees view it only through attendance. For instance, a need and program are identified; training classes are scheduled and conducted; and then it’s expected that employees will put the new skills into practice. Boxes checked! This traditional training process rarely succeeds at truly satisfying the original need. For too long, training has existed in a “check the box” culture for both management and participants. Experience shows that people only do what gets measured. So, if employees are only being measured on the fact that they attended the training, then that will probably be the extent of what most will do. That’s why it is vital for those responsible for learning and development within an organization to create a post learning and development program for all training that managers can administer to reinforce the formal training and observe practical application of new skills in daily tasks. The key elements of a post learning and development program should include:

1. Managers must buy into the vision of training. They should also understand the investment being made, plus the benefits the training will provide in satisfying the needs of the team or company.
2. Managers must have a working knowledge of the skills the training provided to their people. This can easily be done by managers attending the training with their direct reports.
3. Employees should be encouraged to develop and share personal plans of actions that they develop with their managers immediately after formal training which addresses how they will work on the competencies needed to be improved. They should also be challenged to document on-the-job “personal successes” the training enabled them to experience.
4. Managers must be diligent with follow-up and situational coaching – both formally and “in the moment” – that encourages everyone to implement what they learned to develop their skills and fulfill the needs of the team and organization.
5. Finally, employers must place a high priority on learning and development during employee reviews equal to that of achieving organizational and job objectives such as “meeting or exceeding their numbers.” Over time this will highlight the importance that the company  places on learning and development.

Companies must purge the “check the box” culture when to comes to learning and development. A comprehensive post learning and development program will maximize the personal growth of each employee and assure a significant return on investment from the training offered. When that happens, companies will also realize the efficiency and increased productivity they desire – and that’s when the rubber meets the road!

____________________________

Lou Quinto has been working with companies and their associates internationally for over the past 30 years primarily in the area of critical thinking, leadership, and communication skills. You can watch or listen to Lou discuss leadership and management issues as the co-host of the weekly video blog and podcast “Q&A on Breakthrough Leadership.” He is a Master Coach and Keynote Speaker for Action Management Associates in Plano, TX, and a Senior Consultant on the Leadership and Organizational Effectiveness team for Executive Development Associates in Oklahoma City, OK. He also delivers leadership programs for Bonfire Training in Indianapolis, IN. Contact Lou at lou@louquinto.com or through his website.