1. Identify Business Impact: Design and develop your training to meet the company’s overall goals. Keeping business goals in focus ensures training and development makes a measurable impact. 2. Analyze Skill Gaps: How are your employees’ behaviors helping meet the business goal? By finding out what the gaps are between employees’ current and ideal skills, you can better pinpoint what your specific learning objectives should be. Categorize these learning objectives into these three g
roups, and have activities in your training plan that target all three. Motivation: How can you help learners understand why they need to change their behaviors? By working with employee motivations–for example, pinpointing a purpose–you’re more likely to change behavior over the long term. Skills Mastery: What do your learners need to be able to do the job? These behaviors will have the most impact on performance. Critical Thinking: What must your learners know to perform their jobs well? Distinguish critical knowledge from nice-to-know information to identify what content should be in the course, and what should be in optional resources. 3. Layer Training Methods: The most effective training programs use layered, sustainable learning activities to create performance improvement over time. A layered approach makes sure your program targets the essential employee, customer, and business needs while training the right people at the right time in the right way. A layered approach is the best of all worlds because it blends learning experiences and training methods that maximize the benefits of your time. 4. Evaluate Effectiveness and Sustain Gains: Employees’ need for training and support don’t end when they get back to work. In fact, continued support is required to ensure that initial training sticks. Measurable learning objectives are the foundation for you to evaluate an initiative’s impact.