Making sure learning investments pay off is a key issue for leaders who want to make the most of scarce resources. Does your organization have a successful strategy in place? See how you respond to these statements:
1. We took steps to motivate learners to make the most of this learning event.
2. Learners set goals to review with their managers prior to the learning event.
3. We took steps to build learners’ confidence in their ability to learn the new skills.
4. Learners are motivated to use their new skills (i.e., job relevance is clear).
5. Learners see a direct connection between skills learned and career opportunities.
6. Learners have opportunities to practice the skills and receive feedback.
7. Learners had opportunities to apply skills directly to their work during the learning event.
8. Appropriate behaviors were modeled during the learning event.
9. There are no significant barriers to using the new skills.
10. Learners and managers set performance improvement expectations resulting from the learning.
11. Processes have been implemented to prevent loss of new skills over time.
12. Managers are well prepared to coach and support new skills.
If you responded “No” to more than half of these statements, consider additional strategies to increase learning return on investment.
- 5 Forces Shaping the Future of HR
- Why ‘Leaders Eat Last’
- 6 ways executive education will never be the same
- Implicit bias affects us all
- Leadership development should begin with “why” — and that’s usually not behavior change
- Change is incumbent on all of us
- Visions and missions — defining your value and purpose proposition