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Seb Anthony

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Training Follow Up/Support

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Following a recent two day training event concentrating on communication styles for first line managers (managing groups of 3-6 people), the participants identified a need for some kind of ongoing support to help them put the learning into practice. Can anyone offer some practical advice on how best to do this in an effective and novel way? (We are already looking at ways of improving the coaching skills of their managers).

And by the way, I’d like to thank those of you who’ve taken the time to answer the questions I’ve posted to this site in the past – all the remarks were thought provoking.

Claire Goodchild

5 Responses

  1. post event “clinic”
    I am currently providing some training to a client where we have a prescheduled “Clinic” session about three weeks after the training event. Here we ask delegates to share their recent (post event) experience of what has worked and what has been difficult. They then coach each other (with support from the trainer)to find ways of developing their skills further. It has proved to be very successful for helping them to actually focus on the content of the training and ways for them to use it in the workplace.
    I don’t know if this counts as innovative but it certainly works.

  2. Newsletter, ezines and so forth
    Why not review the course content on a regular basis through an ezine or newsletter (electronic or ‘old fashioned’ paper) and invite comments? This will help remind them and if you insert a Q&A section will also support them using the information in the workplace (perhaps interview individuals to find information for the Q&A).

  3. best practice revolution!
    Utilise the benefits of hi-tech for quick, effective and low cost follow up and reinforcement/further development.
    Set up an email group to encourage the group to post issues and coach each other; post further reading/advice etc; get group members to set themselves tasks around communication and debrief on set conference calls. Over time your input will be less and less and if it works there will be an effective cohort who will support each other on a range of work issues. Low input, low cost, low time & resource investment – high results? Chuck in a half or one day face to face now and then to keep the human connection strong. Could even become a best practice revolution..

  4. The Action Dimension
    As part of our blended approach in this and other training topics, we have an integrated transfer of learning phase, which involves participants undertaking mini work-based assignments, each based around one or more of the key learning points from the course, that are open-ended so that each individual can dovetail the learning and the activity into their day-to-day role.

    These activities often involve the line manager or peers and the participants complete a short reflective report after each, which is returned to the trainer.

    We use a piece of software to schedule, co-ordinate and collate the results of these that provides valuable data to the trainer and organisation as to the postive change taking place on-the-job.

  5. The old fashioned approach
    Hi Claire,

    Nothing beats getting in with them and doing some side by side coaching. Watching them putting the new found skills into practice. Providing on the spot feedback both motivational and formative.

    Neil

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