Evaluating the Importance of training

Good training works immediately is the claim made by us and most successful training providers. Unfortunately, there is still far too much training that does not achieve immediate results delivered by trainers reading from off the shelf generic courses.

Most courses conclude with the delegates asked to evaluate the training (the happy form) at the end of the session. Research has shown that most evaluation forms (the happy…) are rated fairly highly. This is of course understandable, as at the end of almost every training session that people are exposed to there is a feel good factor, unfortunately this is not an indicator of the success of that training.

I am passionate about good training and to me good or excellent training is dependant on the results achieved when the training is concluded. It is not really important what happens in the training room but very important what happens after.

Surely in order for this to be evaluated with some semblance of accuracy it is vital that clear objectives, performance and behavioural change are identified prior to the training being prepared or the programme delivered. In other words,

What results do we want to achieve from the training?

So let’s start at the end results first.

If you know where you want to be it really is not too difficult in getting there. The more specific and quantifiable the outcome the easier it will be to prepare and deliver the programme, and bespoke it should and must be. I also believe that the people who deliver the training should be experienced in practice on the subject matter. There is of course a role for the theoretician, but if you want improved performance and results, go for the practitioner. To use the vernacular the trainer should have worn the T-shirt and even better it should have been shredded.

My firm belief in evaluating the training is all very well and gratifying for the trainer, but it is of very little importance. Let’s concentrate on evaluating the results of the training. I have been asked many times by HR and other senior executives to give an opinion or evaluate an individual on a training course. I have great reluctance in doing this. A person who may be an excellent participant may not necessarily be the individual who shows the desired improvement, whereas another individual may be very quiet and appear not to participate but can show dramatic improvements when the course is completed. They have put into practice what they have learned and you cannot expect much more than that.

For those of you who are tasked with hiring a training provider to run a course, or courses or programme, here is just a common sense check list.

1.What practical experience does the trainer have on the subject?

2.Will this be a bespoke programme or off the shelf?

3.Are the trainers experienced in changing attitudes as well as teaching the skills?

4.Have you clearly identified the results and expectations that the training must deliver?

5.Will your provider give a firm money back guarantee if the results are not achieved? You should have no risk.

Let me just remind you, one of the best investments your organisations can ever make is investing in your people.