3 Training Rollout Strategies To Help the Transfer of Training

A businessman trying to find a path through the maze of transfer of training on the job

“If you can find a path with no obstacles, it probably doesn’t lead anywhere.”  – Frank A. Clark

Unfortunately, too many training initiatives do not lead anywhere.  They do not lead to skill development.  They do not lead to behavior change.  They do not lead to performance improvement.  And they do not lead to tangible business results.

There are many obstacles to the successful transfer of training.  But if you carefully consider the following three strategies when rolling out a learning solution, you’ll be much more likely to achieve the results you seek.

  1. Participation Options
  2. Rollout Options
  3. Participant Mix Options

Our caveat for success: the three alternatives assume that you have already explicitly linked the training initiative to key business priorities, assessed the situation appropriately, and designed the overall solution and measurement strategies effectively. Additionally, be aware that within these three strategies, each option has advantages and disadvantages depending upon your specific workplace culture, budget, desired outcomes, and where you are on the learning maturity continuum.

Five Rollout Options

  1. Pilot – Testing the program on a targeted group allows you to invest on a limited basis and learn and improve, increases buy-in and, by speeding up the design process, decreases costs. You must be willing, however, to learn and adjust from the pilot as needed.
  2. Top Down – Starting a program with leadership and then cascading down increases executive support and sends a clear message on the importance of the initiative. Getting all the executives to participate may be difficult and they may not have the skills to coach and model the content afterward.
  3. As Available – Signing up people when they are available and as they wish is convenient for them, focuses on the most motivated and can promote cross-functional relationships. But this option may not work on areas of highest need from an organizational perspective.
  4. By Location – Logistically this option makes sense by delivering at one location at a time. But again it may not focus on areas of greatest need and there is less opportunity for cross-fertilization of ideas and perspectives.
  5. By Project / Group / Team / Business Initiative – This option focuses on specific issues important to the business and is easier to tie to ROI as you can work on real issues, projects and problems, but it may be difficult to identify and break down appropriate groups.

Four Main Participation Options

  1. Mandatory – This option is good for company-wide programs (i.e., compliance or foundational learning) and sends a clear message regarding importance, accountability and culture. But if people are “forced” to attend, they may not get the most out of the program.
  2. Suggested – This option for participants who meet specific criteria is effective for targeted team, project and solution programs but is apt to be more costly per person, take more time to implement and cause some inequities in selecting the “right” people to attend.
  3. Selected – When only a select, privileged few attend, the company can target and reward specific individuals who may be candidates for succession planning or special projects. The down-side is that it may de-motivate those who were not selected.
  4. Optional – “Attend if you want” programs work well for foundational-level training for individual contributors but random participation may not achieve stated organizational objectives and may require more logistical support.

Two Participant Mix Options

  1. Cross Functional / Cross Level – This option allows for a good sharing of perspectives, issues, and needs and promotes teambuilding as well as opportunities to solve problems and to coach one another. However, more design and facilitation skill is required to ensure that examples, case studies, discussions, and role plays remain relevant and engaging to the entire audience.
  2. Intact Teams – Working with intact teams promotes teambuilding, focus on specific issues and, because it increases business and on-the-job relevancy, is easier to tie to ROI. Sometimes, however, team issues and dynamics can limit focus on learning.

Conclusion
Many clients puzzle over these various options. They worry about trying to determine rollout options before they know where they are headed and the key obstacles in the way.

Our advice? Begin with clear, desired outcomes from a business and learning perspective.  These clear outcomes will lead you to the leading and lagging success metrics and resources required to achieve your goals.  Once these are clear, it should not be very difficult to select the combination of rollout options that will work best for your initiative.

To learn more about training best practices, download Top 10 Warning Signs that Your Training Function May Be in Trouble

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

sonycomputer-large

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

IGT-large-gray

LSA has added tremendous value and intellectual rigor to help take us to the next level. They have been a training outsourcing goldmine for us. Their flexibility, expertise, and speed has been extraordinary. I am a big fan and recommend them to anyone looking to drive true business value.

Global Financial Services Company
Director, Organizational Effectiveness

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

Logo - Gray - Xoma

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Polycom-large-gray

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

CVT-large

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

YuMe-large-gray

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

Cobham-large-gray

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

Skadden-large-gray

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Redback-large-gray

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

Juniper-large-gray

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

Logo - Gray - Xoma

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

icon_expert-blog

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More