Five Points that Ensure Quality Training

As you contemplate creating a training session keep in mind that all training is intended to either prevent problems, correct problems or prepare people to make a change.  In a few cases, a training program is aimed at all three of these. 

 

Here are five points to mull over as your plan your training session.

1.      Establish clear learning objectives.

               What is the point of the training?

               What are the expected outcomes and takeaways of the training?

Example: The point of the training is to increase accuracy, speed and efficiency with the new account platform system. 

2.       Create targeted content

What content will best support the stated goals?

Example: If the learning objective is “to increase accuracy, speed and efficiency with the new account platform system”, what information should you include and present to reach that objective

3.       Consider all delivery options

What teaching methods will you employ?

Example: Teaching methods that draw on the knowledge, experience and expertise of experienced users in class and generate discussions with less experienced users may be a highly effective option to support transfer of knowledge. 

4.       Monitoring, assessing and tracking results

How will you know if the trainees have learned the content?

How will you know if the learning objectives were achieved?

Example:  A hands-on demonstration by the trainer and then by the trainees might be used to indoctrinate and educate users on the platform system application.  For these types of skills, a mastery of at least 90% of the exercise content is a reasonable standard.  

5.       Post training support and learning reinforcement

What tools will trainees leave with that can help them implement the learning?

What additional support will be available for trainees?

Example:  If lack of understanding persists after having attended the initial training, you should provide additional resources, coaching, reinforcement, discussions, etc.  A Quick Reference Guide is the type of tool trainees can quickly access for reminders or independent instruction until they have mastered the learning objective.

Quality training demands pre-planning and passionate execution.  Walk through these five points the next time you are ready to create quality training.

Still learning,

Honey

interaction-training.com

Bank Training & Professional Development

How did we ever get somewhere we hadn’t been before without Google Earth or a GPS?  Oh, I remember, we used a map -- those impossible to refold paper maps that had a scale so you could take a ruler and mark up your route and measure your distance.  Now that’s really dating me.  Even my plug in the cigarette lighter Garmin is old hat.  Today, my Smartphone acts as my guide, navigating me here and there.  I really like it when the navigator alerts me when there are tolls so I can be ready to fork over my quarters or dollars and pay the price to travel the best route.  

When it comes to training, set your sights on your destination, map out the route and pay the toll.  Clear a path for training to become a rock solid contributor to your culture, efficiencies and bottom line.

Want to learn all the ins and outs of training your bankers? 

Check out Honey's Train the Trainer Boot Camp

Everyone invested in your bank hopes that the staff – from top to bottom - is well-trained.  Are you using hope and luck as your strategies for making training a priority or do you enjoy the comfort that comes with needs assessment, goals and a plan?  I am sure you would agree you need to rely on more than hope when it comes to people knowing how to do their job so that the bank can build a well-earned reputation for excellence among customers, regulators, peer, investors and the community.

Let me ask you this, at times do you find yourself thinking we sure are lucky that we have people who know what to do and how to do it?  Certainly, being grateful for the talent and skills of the staff is admirable and a best practice when expressed. However, should the hope and luck strategies crash, you will be even more grateful you aren’t working in a hospital!  Why wouldn’t the bank want to take the same stance as a hospital or a well-run restaurant when it comes to training?  Training is about preventing problems, solving problems, enhancing confidence and building collective and individual intelligence.

It’s interesting that there is a mandate for a bank to have a disaster recovery plan but not a plan for training and developing the staff.  Maybe now is the time to issue that mandate and ensure training and professional development become a top priority at your bank.  How do you do that?  Where do you begin? 

 

Join me in my next blog for more training direction!

 

Still learning,

 

Honey