How to Leverage Your Learning

How to Leverage Your Learning (AKA Improving ROI)

How many times have you heard people say things like, “yes, the training was good, but it wasn't really what I was looking for.”?  Well if this has been you before or you were the trainer delivering the training, or the organisation who booked in the training, then read on.

If you would like a more comprehensive list, you are welcome to email Jacque for her e-book called “52 ways to leverage your learning.

jacque@inspiretrainingsolutions.com.au 

You see, this article is not about how to train better. Its about how to use the training that you have been to in a way that maximises the learning.

So, what does leverage mean?  There are a few definitions of the word, including “the mechanical advantage or power gained by using a lever” or “the use of a small initial investment to gain a relatively high return”.

In terms of learning, the “investment” as we know, is time and money – both resources that most organisations are under pressure to have a strong hold on. According to a survey done by Expertus in 2008, 41% of surveyed organisations were under “significant pressure” to reduce the cost of training specifically. I am sure this comes as no surprise. What this does indicate, is that many businesses have to justify how training will make a remarkable difference to the business, in terms of:

• Improved revenue into the business
• Reduction of costs (being able to do more with less)
• Minimisation of risk to the business (litigation, workplace safety)

This provides a background of importance to businesses as to how we can leverage learning. In times when businesses do need to engage in training, if you can demonstrate how the training you are offering or employing in to the business has a clear return on investment, it will be that much easier to get the funding and you can show how to get the best outcomes for the business–it’s that simple.

In order to leverage the learning, there needs to be agreement from all parties prior to the training, and that includes:

• The Employer
• The Learner
• The Trainer

Leveraging the learning is a 3 way process that all parties need to be on board with, and the expectations clearly defined up front.  This can be initiated by either party and once done, should be documented and signed off by everyone involved.

To ensure that you get what you want, I recommend having a “Leverage Plan” for every training course that is run, and as mentioned, this can be initiated by any of the key parties involved.  The purpose of the Leverage Plan is to ensure accountability, and to make sure all parties are on the same page. Once you have developed one, most items could be used for all training, and they may be some that are customised depending on what the training being offered will include.

Below is a list of some practical ways to ensure that any learning is leveraged. Some may work for your situation and some may not. I encourage you to come up with your own list that you take into account whenever you are developing learning, booking training, or selecting your own learning. 

• Document the learning needs of the participant and the expected improvements BEFORE looking for the course. This means that the actual learning is addressed rather than trying to fit into what is being offered.
• Then look at the courses on offer and see which ones match most closely to the learning needs and expected outcomes. If you cannot find a course that matches the participant’s requirements consider exploring who else in the organisation needs similar training and arrange for the training to be done in house and tailored. If there are not enough people in your business to warrant tailored training, consider partnering with other businesses in your field through trade organisations etc.
• Get organised – get all of your learning materials in one place, somewhere that they are easily accessible and where they are visible. The saying goes – out of sight, out of mind. This is the same with training. There are benefits to having a visual reminder of the training you have done.
• Use your calendar to create reminders to review and look at your past training materials. This could be a recurring event where on a weekly or monthly basis you either have a pre-set list of things that you consider, or you might take one resource of the shelf and flick through it to see if you get any new ideas. If this is set as a recurring event, try and ensure it’s for a time when you are actually going to be able to physically do what is required.
• Once you are at the training, find someone that you would feel comfortable buddying up with. This way after the training you could talk about what you each got out of the day, what you have implemented and how you are going to continue to develop yourself. Having someone that you are accountable to can make a big difference.
• Make your training materials your own by using coloured pens, sticky notes, coloured paper etc. to easily identify items to go back to. It keeps things interesting, and it also means that you are not having to flick through information when you are looking for an important pointer.
• While you are at the training, take notes and then when you get back to your workplace, type 10 significant points up and get these laminated. Keep these close to you for a period of time until you feel like you have got the message.
• Once you have attended training, set up workplace projects around the learning’s and make them measurable. This will mean that you are using the new found knowledge almost immediately, but it also means you are able to demonstrate the value in having attended the training.
• Identify ways to role play and practise the learning’s. Be strategic about it. Write it down, book time in your diary to do it. This will embed the learning and mean you are not practising new skills on clients or colleagues.

 If you would like a more comprehensive list, you are welcome to email Jacque for her e-book called “52 ways to leverage your learning.

 For more details, Jacque can be contacted via email at jacque@inspiretrainingsolutions.com.au or by phone 0405 835 017