7 things to check before you design training

by michaelg June 17, 2020

Author: Cathy Moore
Go to Source

“Training will help solve this problem.”

Before you say this, make sure more powerful changes have been made first.

Here are some factors to consider. Start at the top and confirm that each statement is correct before you decide, at step 7, whether training will help.

1
The job or task can be performed by a normal human.

2
We have the right person in the job.

3
They have an incentive to do it.

Ideally, the incentive is better than “I pay you to do this, so do it.” This is a huge topic that can’t be covered in a drop-down blurb. Basically, training isn’t the solution if the person has no reason to perform the task.

Some people try to use training to motivate. For example, they’ll create a video showing how my job affects the customers, to encourage me to do it right. But maybe I don’t care as much about the customers as I care about having time with my family. So I’ll do the thing as quickly as possible to make sure I never have to stay late.

Solve the underlying motivational problem before deciding training is the solution.

4
They have the right tools and information.

If my job is to wrangle widgets, I’ll need a good wrangler. I’ll also need easy-to-use information on how to apply it, adjust it, and interpret the wrangler error codes.

This is often confused with “training” but it’s really just information, used on the job. If you haven’t given me a chart of wrangler error codes, don’t send me to training on wrangler errors. First just give me the chart, and make it easy to use. If that’s not enough, then training might be part of the solution.

5
Their manager and systems support them.

6
They know what standards they’re supposed to reach.

7
They could improve with practice.

If you’ve gotten here, I’m the right person for the job, I’m motivated, I have support from my managers, I know how high I’m supposed to jump, and I have all the information I need to wrangle those widgets. But I’m still struggling to wrangle well. It looks like practice will help.

So maybe training will improve my performance. In this case, “training” means “practice activities, appropriately scaffolded” and not “information dump with quiz.” Remember, I have a lot of information already — how to set up the wrangler, how to interpret the error codes…

But do I really need training? Have you tried giving me easier widgets or more time and letting me build my skills on the job? Could you assign me to a more experienced wrangler who could show me their tricks? Do I really need formal training?

If you’re convinced practice activities will help me, don’t get trapped in the “event” mindset and create a course or one-time workshop. Consider on-demand activities, done in the workflow, or spaced activities, delivered once every few days.

If the task requires judgment calls or is emotionally challenging, consider organizing discussion groups and other peer support.

A one-time course is rarely the solution.

It’s like the marketing funnel. We pour a bunch of problems in at the top. Some problems are solved at each level, until a few problems make it to the narrowest bit, where training might be appropriate.

Use the funnel during the first conversation

The funnel works at a high level: It will help you determine if the entire idea of training is worth considering.

If it is, then you can set your goal for the project, list what people need to do on the job to reach the goal, and analyze those tasks, as described in the (recently expanded!) Partner from the Start toolkit and in my book.

Use the flowchart later, for detailed needs analysis

The “Will training help?” flowchart comes in later, during the analysis. It helps you examine individual actions, one at a time. For example, it will help you see if a checklist could be something to try to help people wrangle left-handed widgets. You run through the flowchart multiple times, once for each high-priority action.

I’ve heard from some designers that they use the flowchart as an initial vetting tool. They run through it once for the entire project or have the client do it on their own. The flowchart isn’t designed for that. It’s too easy for a training-obsessed person to bend it to their will.

If you want to quickly vet the proposal before you get into analysis, the funnel questions would be more appropriate.

Discuss this post on LinkedIn.

# Online Education # online learning