Applying the training to the job

- We all know the old saying, if you want to get better at something, practice. But for some reason, in training departments, the concept of practice seems to be forgotten. If we want employees to apply the training to their job, we need to provide practice opportunities and ask them to think about transferring the training knowledge to on-the-job performance. Rather than trying to cram as much content into every training opportunity as possible, set the expectation that all training will have some opportunity for the learners to practice their newly learned skill. Practice increases the probability that a person will apply the new technique or information to their job. When learners practice skills and master them in a safe environment, it gives them confidence to apply those skills. So, how do you work practice activities into the design of instruction? Create training schedules or agendas with built-in time to practice. Set aside 10 to 15 minutes during every hour of training for practice activities, or create a training structure with content, practice activity, content, practice activity. This allows a learner to apply what they've learned almost immediately. Another technique I use, especially with software training, is a technique I call Explain, Guide, Practice. I use this technique both when teaching face-to-face in a classroom setting and as a design for online learning. The first step is to explain the software functionality to the learners. This is fairly traditional and is usually a demonstration of the software. The learners basically watch to see how the software functions. The second step is where I guide the learner through the software. The learner is not on their own, instead they follow along with instructions as they are walked through the steps they need to perform. This brings us to the practice step. This is where the learner is on their own. They must execute all the steps of the software on their own to complete a specific task. This provides them with the opportunity to apply the skills that they've learned in a controlled and safe environment. A technique to help with transfer of learning is to, at the end of training, ask the learners to think about and even write down how they are going to apply what they've learned in the training session to their workplace. This simple technique can help them make the transition from a learning environment to their work environment. Sometimes I even ask them to pair up, and then in a week or so, contact the other person and see if they've applied what they've learned on the job. That technique provides some level of accountability. The old adage about practice makes perfect certainly applies to training. Setting an expectation that all training will include time for practice creates the right foundation for any training initiatives you want to undertake and encourages transfer to on-the-job tasks.