Back in 2005, one of our clients, American Express, wanted to measure the impact of Situational Leadership II training that they had rolled out in their organization. The program was delivered via three venues—traditional classroom with people attending in person; completely virtual with people working through self-paced modules; and a third ‘blended approach’ that combined aspects of both.
After the training was completed, Dr. Paul Leone, an OD expert within the American Express organization, measured the impact of the three delivery methods. He found that the self-paced virtual model produced a 5% boost in productivity which was good, the traditional classroom produced a 10% boost in productivity which was better, and the blended approach produced a 12% boost in productivity which was best.
The one difference that made all the difference
In looking at why the blended approach produced the greatest impact, Leone discovered that it was because the blended approach built the training into the student’s work life by including the immediate manager in the process, tying the learning to real work, and providing a way for feedback along the way. Leone’s conclusion was that it was these design factors that made all the difference.
Want greater ROI from your leadership training?
For years, instructional designers have known that adults learn best when they see how the learning impacts their work priorities and is in alignment with their work goals. Without this, it can be difficult to find the time for training. Learning—especially in the context of a work setting—has to be relevant, impactful, and produce results. If you don’t have that, people won’t find time in their schedules, and senior leaders won’t push for people to attend. People have multiple priorities these days. They have to focus on the things that help them get their work done.
Here are three ways to make sure that any new training you’re considering generates the bottom-line results you’re looking for.
Alignment—use impact maps to connect training to a student’s existing work goals. Have the manager and student identify the student’s key areas and then map how the training will help the learner meet those goals.
Modularize content delivery—deliver the content in small, bite-sized chunks over time. This allows students to receive the information in manageable segments that are much more conducive to learning. It also provides an opportunity for ongoing feedback.
Follow-up—involve immediate managers to check in on progress. Make sure immediate managers are on-board with the new behaviors and that they schedule time to interact and have discussions with learners as they begin to use their new skills. Nothing demonstrates the importance of a new skill learned in class than a manager checking up on its adoption.
People learn best when the information they are learning is relevant to what they are working on, when they see how it will help them improve, and when someone is checking on their progress and encouraging them to adopt new behaviors. Make sure that you are following these three steps to get the most out of your next training initiative!
Join The Ken Blanchard Companies for a complimentary webinar and online chat beginning today at 9:00 a.m. Pacific Time (12:00 noon Eastern). Dr. Vicki Halsey, author of Brilliance By Design will be discussing learning and application strategies for leaders in a special presentation on 6 Keys to Creating Learning Experiences that Inspire and Engage.
The webinar is free and seats are still available if you would like to join over 600 people expected to participate.
Immediately after the webinar, Vicki will be answering follow-up questions here at LeaderChat for about 30 minutes. To participate in the follow-up discussion, use these simple instructions.
Instructions for Participating in the Online Chat
- Click on the LEAVE A COMMENT link above
- Type in your question
- Push SUBMIT COMMENT
It’s as easy as that! Vicki will answer as many questions as possible in the order they are received. Be sure to press F5 to refresh your screen occasionally to see the latest responses.
We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies.
Now posted! View recording of 6 Keys to Creating Learning Experiences that Inspire and Engage
As the world becomes more connected by technology, there is a growing expectation that modern professionals are accessible and responsive. Often, this means stretching boundaries and developing new skills to conduct business with people in far-reaching time zones and geographies.
One of the basic requirements in today’s new connected world is “virtualosity” when it comes to responsiveness and engagement.
For HR, OD, and training professionals, “virtualosity” means acknowledging and meeting the needs of participants who are located across a widely-dispersed network, and using new technology and enhanced instructional design to keep your audience engaged.
Close your eyes for a moment. Place yourself in a traditional learning situation. What’s happening? The teacher is at the front of the room, right? Who is doing the talking? The teacher, right? Who is standing, moving around the room? Who is engaged with the ideas and the information? Whose voice do you hear most of the time? Who’s excited? The teacher, the teacher, and the teacher.
In her new book, Brilliance by Design, Vicki Halsey explains that if organizations want participants to be as knowledgeable and excited about the content as the teacher, they need to shift the focus from the teacher to the participants.
In any good design 70 percent of the total learning event time needs to be the learners practicing new skills, working with them, and teaching others. Only 30 percent of the time should be devoted to the teacher teaching the skills to them.
That means that instructors need to focus less on what they are going to say and instead devote a full 70 percent of their time and energy on creating activities that embed learning.
As Halsey explains, “Active involvement with concepts—versus passive listening—enhances learning and application. The more active, rigorous practice the learner does with your content, the more automatic and natural it will be to use that content.”
To help presenters make the shift, Halsey suggests a six-step ENGAGE Model to replace the old “sit ’n’ get” model with “woo ’n’ do” so learners are actively drawn in and perform activities that reinforce the learning.
Energize learners by challenging thought patterns with pre-reading before session
Navigate content by presenting it in small chunks with interactive experiences
Generate meaning by helping learners determine the significance of the content in their lives
Apply to the real world by helping learners put into practice what they’ve learned
Gauge and celebrate by creating ways to assess and celebrate what has been accomplished
Extend learning to action by following up and helping learners create action plans
Where is your training focused? Is it on the material and your role, or is it on giving students a majority of the time to practice and engage the new skills? Shift the focus for greater success and application.
To learn more about Halsey’s new book, visit her book page at Amazon. To see Vicki in action with engaging content check out her recorded webinar on Managing and Developing People to Be Their Best: The three keys to becoming a smart, flexible, and successful leader
Join Cathy Huett and Randy Conley of The Ken Blanchard Companies right here on LeaderChat beginning at 10:05 a.m. Pacific Time for a 30-minute Q&A session.
Cathy and Randy will be stopping by immediately after they finish their WebEx sponsored webinar on Mind Shift: Exploring Misconceptions about Virtual Training. In this special event, Cathy and Randy will be exploring the fact and fiction of virtual training and sharing best practices for creating a successful online program.
If you have a question that you would like to ask Cathy or Randy, just click on the COMMENTS hyperlink above. (Once you’ve typed in your comment hit SUBMIT COMMENT.) Cathy and Randy will answer as many questions as possible during the 30-minute online Q&A.
If you can’t stay for the entire 30-minute chat, but would like to see all of the questions and responses, you can always stop by later or click on the RSS FEED button on the right-hand column and you’ll receive updates automatically.
Join Blanchard associates AlanYoungblood and Randy Conley, right here on LeaderChat beginning at 10:05 a.m. Pacific Time for a 30-minute Q&A session. Alan and Randy will be stopping by right after they finish their WebEx sponsored webinar on Virtual Classroom Solutions, a special look at how to create engaging learning experiences in an online environment. Over 400 people will be participating in the webinar and gathering here afterwards to ask follow-up questions.
To post a question now, click on the COMMENTS hyperlink near the title of this post. Type in your question in the space provided and hit SUBMIT COMMENT.
How do you quickly retool your existing classroom training for virtual delivery? That’s a question many training directors are facing as cost cutting travel restrictions have put a large number of classroom-based training programs on hold.
I think that’s why we’ve seen such a large registration for tomorrow’s webinar on Best Practice Blended Training Designs featuring Blanchard’s VP of Applied Learning Vicki Halsey. Originally we had anticipated about 200 people registering for this event, but at last count we were nearing 500 people.
In a 50-minute online WebEx presentation Vicki will be sharing some of the virtual training designs she has created for large Fortune 500 companies. Participants will get a chance to see how other companies have successfully converted classroom designs into virtual programs.
Vicki will also be joining us here at LeaderChat immediately after her presentation to continue the conversation and answer questions. If you’d like to participate in either event, they are both free.