Learning Outcomes: What are you getting out of this?

April 2, 2012, by , Posted in Blog,Team Building, 0 Comment

It’s always surprising how many organisations embark on training without really examining learning outcomes. There’s something automatic about understanding the need for training, but it’s not always easy to identify exactly what you hope your team to get out of their workshop, speech, or meeting. Here are three things that, in my experience, you could do right now to help clarify your learning outcomes.

Learning Outcomes: Well defined means easily achieved

Learning Outcomes: Well defined means easily achievedFirst, take a look at your organisation on every single level, not just within the team or specific department that you hope to improve. Consider how every element of your organisation comes together to make a whole, and identify the key things that each individual or area needs to achieve. This could be anything from sourcing new business to processing accounts or helping existing customers.

Then, think about the obstacles that stand in the way of your people. Be detailed. If you want your sales team to generate more new leads, what is stopping them? Do they have enough time? Do they understand the best way to approach new customers? Do they have confidence enough in what you do to really make the sale? Nobody can transform your entire sales team overnight, but a cheat-sheet of commonly faced obstacles means that you can start checking them off one by one.

And finally, pick your battles. Prioritising your goals is the only way to really be confident that the information you need to convey is absorbed. Think about the single thing that you would tell your team tomorrow, not the things that you would hope they achieve in six months, or a year.

Learning Outcomes that you could never predict

By focusing your attention on a relatively small number of learning outcomes for any one training programme, you can minimise the risk that some of your objectives are missed or left by the wayside. But more importantly, you can leave room in your training for team members to tell you about their own goals, and the learning outcomes that they already feel the need for. You can hear me talking more about my views on Learning Outcomes on our Youtube channel

About Richard Tyler

Richard is an extraordinary Business Speaker, Motivational Speaker and Facilitator. Richard has successfully combined two areas of expertise: The art of performance and behavioural psychology. He originally trained at Guildford School of Acting in Musical Theatre and has performed in many lead roles, such as Raoul in Phantom of the Opera. Circle him on Google Plus!

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