I need to coordinate and plan to train my employees…where do I start?

Written By: Josh Behl

from March 29, 2012

When faced with the need to coordinate training for your employees, having a flashy training room with ergonomic chairs, a polished trainer, and training manuals is not always a tangible solution.  While this picture may not be tangible, it doesn’t negate the fact that you need to get people using the software, using it correctly, and helping your company meet its business needs with the software.  Below, I have listed four general concepts that will hopefully help guide you in the right direction if you are faced with the seemingly daunting task of coordinating a training plan for your organization.

Be purposeful about the training.

As much as we would like to think that our folks will get in there and learn on their own time, it is simply not realistic.  When push comes to shove, it is about the bottom line. Block of dedicated time for learning. Set goals for them, measure their progress, and hold people accountable for their learning.  Few of us learn through osmosis or even basking in the brilliance of a great trainer.  Learners need to engage in the process just as a trainer needs to engage with them.  Training is a dialog…not a monologue.

Provide them the tools to learn.

This could be anything from online learning, classroom training, onsite custom training, printed training manuals, self-guided training, over the shoulder training, and a whole variety of other available tools.  This is one of those areas where Dynamics University can be of major help to you and your organization.

Give them time

Regardless of aptitude, intelligence, or the quality of the training, we all learn at different paces, absorb information differently, and relate our own personal experiences to the content differently. With this in mind, people simply need time.  Not just a four hour time period, but repetitive opportunity to try it, see it, try it again, and apply it. Instead of trying to push this new information out in a one-time shot, spread it out over a period of time.  For example, breaking up a four hour training into four, one hour sessions, with an opportunity between each session to practice may give some users time to purposefully absorb the information, apply it, review it, ask questions, and gradually build upon that information.  Forcing people to sit through a four hour training/demo and then expecting them to have absorbed and mastered the content from the first hour of training the same as they have absorbed the last hour may not be realistic.

Provide multiple opportunities to learn

Some people may need to sit through a one or two hour session once, while others may need to sit through that same session, twice, three times or even four times before they get it.  Consider the famous quote by Albert Einstein, “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” Everyone has the ability to “get it”, it just may come down to them seeing it, twisting it on its ear, and having it exposed to them a few more times or differently than it would take you personally to “get it”.

If you find yourself needing a little more help trying to figure this out on your own reach out to Dynamics University and ask for some help.  This is what we are passionate about! We are here to make your job easier.