By Delivery Style

By Delivery Style 

Research from the ASTD illustrates the underlying problem with training as follows:

  • Within 24 hours, without active reinforcement, as much as 70% of what you learn today can be forgotten
  • Up to 90% of people who attend a training course do not look at or review their course notes or materials when they return to the office

Research shows that people do not retain much of the training content that they are exposed to in training and rarely use the training materials after the course is completed. Yet, companies are spending an enormous amount of money on training events with the hope that performance and results will improve.

Also, nearly all of the companies continue to report having problems with sustaining a high level of performance despite the substantial investment in training employees. Training professionals are not producing the significant and lasting.

Many training initiatives are reactive in nature. An influential executive notices a skill gaps or deficiency and prescribes training as the remedy without careful consideration for the long-term benefits. In fact, training alone will rarely, if ever, provide for the lasting and productive change in the way people do their jobs. People can change only if they have an understanding of the reasons for that change and can recognize a personal benefit if they do change their behavior. (Langdon,Whiteside and McKenna, 1999)

Organizations must know that training alone is rarely the solution. Training typically impacts individual performance whereas in a business setting; results are typically produced by a team of people acting in concert to achieve an objective. These people may have different incentives and barriers to their individual performance, such as different compensation plans, tools, and systems to use in doing their jobs and the types of rewards and recognition that are available. These barriers and incentives must be addressed to determine if training is part of the right solution to drive the desired behaviors and results.

At TMI Turkey, we use a five-step process that will help your organization assess your real business needs, align your solutions with your corporate strategy, deliver active learning, increase accountability and measure results.

1- We Assess Your Business Needs

Our first step is to determine precisely what gaps exist between desired outcomes and the current state. We use this information to establish a baseline of today’s performance and to identify the proper solutions, and we do this by:

  • Assessing the existing skill set and level of your employees
  • Analyzing the organizational practices that drive or impede new ways of doing things
  • Reviewing existing training curriculum to measure the extent to which it delivers necessary skills, knowledge and attitudes

2- We Align Your Solution with Corporate Strategy

The solutions we provide align with the long-term strategic direction of your organization. In the case of a training solution, we create the solutions that your company may easily:

  • Align training expenditures in direct proportion to corporate goals
  • Centralize accountability for producing high-impact training
  • Solicit input from all levels of the organization on alignment and proper solutions

3- We Deliver Active Learning

Our training solutions apply the principles of adult learning and respect the needs, limits and strengths of the participants. Our active learning requires:

  • Experience: Our courses are highly customized and reflect experiences from outside the classroom while creating relevant simulated experiences within the classroom
  • Engagement: We design our courses by using a variety of teaching methods and media, and be entertaining to prevent boredom
  • Evaluation: We create our learners to have opportunities to give and receive feedback on their progress throughout the learning experience to maximize application and retention

4- We Hold People Accountable

We know that the lack of post-training reinforcement is the primary reason for a failure to achieve improved performance. Therefore, to increase accountability we guide and lead you by:

  • Making expectations and desired results clear to management and participants before training
  • Having managers attend the training with their reports to create a shared learning experience
  • Promoting post-training reinforcement by mandating the use of the tools, skills, and knowledge delivered in the training
  • Tracking results and providing prompt, specific feedback on participant performance after training

5- We Analyze Results with The Kirkpatrick Model of Evaluation*

Level 1 & 2 Analysis: At a minimum, we conduct a robust Level 1 & 2 assessment for all training to ensure participant satisfaction and that, at the conclusion of practice, the new skills and information were delivered and understood

  • Level 3 Analysis: For sophisticated skills or to guarantee compliance, we conduct a Level 3 analysis that measures retention and assesses to what extent the new information and expertise have been transferred from the classroom to the field
  • Level 4 & 5 Analysis: We select one or two high-profile, high-impact programs each year and conduct Level 4 (business impact) and 5 (ROI) analysis