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Knowledge transfer - the art of creating training ROI
Our Gold Support Package is designed to give your organisation the ultimate learning experience - an unrivalled approach to learning & development which ensures maximum impact from your training programme. It's not cheap, but the best things in life never are. For £7,000 + the training price, you get the following:
Before the training:
- Training Needs Analysis With our Gold Support package, we conduct a full Training Needs Analysis to determine the exact content, format, level and structure of your training programme. This TNA is a comprehensive assessment of your organisation's business strategy, objectives and shorter-term goals, aimed at creating exactly the right programme to achieve these goals. Any design work after the TNA has taken place will be priced at £1,500 per day, and of course discussed and approved before starting work.
- Manager & team leader interviews One of the most important elements of a successful training programme, is buy-in from the managers of training attendees. It's these managers who provide the post-training support and coaching to help attendees to apply their new skills in the workplace. By interviewing these managers before the training programme, we ensure their buy-in to the goals, their familiarity with what will take place, and their preparedness to assist the course attendees quickly after the learning event. An important aspect of these manager interviews, is that it's an chance to identify opportunities for participants to use their new skills quickly, supported by their line managers, thus increasing the impact of the training on their jobs.
- Attendee interviews In our experience, training course participants buy into course content much more fully if they feel involved in its development. It's for this reason that we like to speak with all participants early in the course development process to get their input around any skills gaps, and help them to see the benefits early on so that they actually look forward to attending the training. Creating this sense of anticipation helps them to focus on the learning they want to get from a training course, meaning they are much more engaged and participative on the day, giving a better learning experience. These interviews are also an opportunity to point out individual business benefits (increased ability to hit KPIs) and individual personal benefits (how it will help their careers) to increase enthusiasm for the programme.
- Pre-course assessments, assignments or tasks In the days leading up to the main training event, we like to set some sort of task appropriate to the topic and the group, to get them into the right mindset to attend training. This might be as simple as a quiz or an assessment, or it might be a task to do some initial research or structured thinking around the training topic. The result is that when people arrive in the training room or live web platform, they're already thinking about how to apply their learning in the workplace.
During the training:
- Executive intro In an ideal world, every training course invested in will be introduced by a senior manager or stakeholder to give a 5-minute pep-talk at the beginning. We appreciate that this might be a little daunting for some people, so we will work with that person to prepare them to open the training programme well. At minimum, an email should go out to participants a day-or-two before the training to demonstrate buy-in from senior leaders, as well as signposting the company's strategy and showing how the training will support that strategy.
Post training:
- Action plan collation At various points during our training courses, participants will record actions on specific grids in their workbooks. With the Gold Support package, we will collate a list of the most important action for each person on the course to act as a basis for follow-up support internally.
- Coaching from Knowledge Bites The linchpin to a successful training outcome is to provide follow-up support to reinfoce key concepts and from the training. In the Gold Support package, Knowledge Bites provides an experienced coach to either provide in-person support on a specific day, or to schedule a post-course phone or video call to work with individuals to implement their new talents.
- Structured social learning plans An oft-misunderstood term, social learning is about collaborating with others (either fellow course participants or others in the organisation with relevant knowledge) to observe, discuss, collaborate and try new things within a "social" support group of like-minded individuals. We can facilitate these conversations for a day, provide suggested social learning plans, and help managers to provide the space for this valuable learning activity.
- Reinforcement days Additional training days, 1-3 months after the initial course, to reinforce behaviours and fill in any knowledge gaps which may have crept in. These are often driven by the participants under the guidance of the trainer. Reinforcement days might be summaries of key concepts, or in-depth simulations to stretch participants and encourage new ways of working based around the training content.
Note: If you select an in-person coaching day, travel and accommodation costs may apply.
We don't believe there's anyone else in our industry who goes to such steps, with such a range of options, to ensure the success of a training programme. To understand how a programme like this might look for you, why not get in touch today for an initial discussion?
