An Integrated Approach to Training Management by Keera S. Godfrey, M.S., MBA

We often hear that knowledge is power. However, in my experience, knowledge alone does not have the power to change behavior or guarantee performance. For example, I have knowledge that eating a warm brownie with ice-cream would interfere with my weight loss plan, but knowledge alone and even a Bachelor’s in Health Science does little to stop me from eating it.

Research has shown that skill is also not enough to guarantee performance. Each time a manager approves a training request, they do so hoping his or her employee returns smarter and eager to demonstrate their new skills. Unfortunately, this does not always happen.  For maximum performance, only a workforce that is motivated to learn and inspired to use the knowledge and skills acquired has the power to revolutionize an organization.

This is why at Naris Communication, we take an integrated approach to developing training strategies and programs. We understand that lasting behavioral change and knowledge transfer requires a systematic plan that involves integration at multiple levels in the organization, including Human Resources, Sales, and Operations, as well as at hierarchical levels, including vice presidents, mid-level managers, supervisors, and front-line associates.

At Naris Communications, we work with our clients to develop training programs that support learning and performance during implementation and beyond. Our strategy for program development places keen emphasis on four conditions for successful job performance: skill, an opportunity to perform, self-efficacy, and a supportive environment (see Figure 1). All four conditions are critical to performance and success in a corporate environment. For example, as shown in Figure 1, the impact training professionals have on workplace performance is shared with the management team.

Figure 1: Performance Model shown above

Utilizing proven techniques for adult learners, trainers help to increase knowledge, skills and self-efficacy (perception of ability to perform); however, only managers can create a supportive learning environment and an opportunity to perform in the workplace.  Overall, learning and development professionals at Naris Communications consider all four quadrants of the Performance Model when designing training programs. We also consider the technological systems and business processes required to sustain learning, motivation, and workplace performance. Visit us today at www.nariscommunications.com.

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