Training for Change

Training for Change

A critical part of any successful change program is skilling up people in a variety of roles.

Change Program Training Plan

Facilitator at meeting with trainees standing and looking forwardSuccessful organizational change depends upon improving people’s capabilities. This includes skilling up the people working in the new environment – employees, customers and suppliers.

Often forgotten about are the skill requirements of the people involved in bringing about the new way of working – the change drivers, implementers and enablers. Have you included all players in your training plan?

How comprehensive is your training plan? Is it adequately resourced? Does it address each of the five key requirements for successful training?

  • Right Learners
  • Right Learning
  • Right Time
  • Right Method
  • Right Environment

Leslie Allan’s comprehensive guide and workbook, Managing Change in the Workplace, provides practical guidance on developing a useful training plan.

Training Tips

Make sure that the initial training needs analysis focuses first on what the learners will be required to do differently back in the workplace, and base the training content and exercises on this end objective.

Make sure the start of each training session alerts learners of the behavioral objectives of the program – what the learners are expected to be able to do at the completion of the program.

Make the training very practical. Remember, the objective is for learners to behave differently in the workplace. With possibly years spent working the old way, the new way will not come easily.

Ensure that you build back-in-the-workplace coaching into the training program and give employees the workplace support they need to practice the new skills.

Bring the training room into the workplace through developing and installing on-the-job aids. These include checklists, reminder cards, flow charts and software templates.

Ensure that learners’ managers and supervisors actively support the program, either through attending the program themselves or introducing the trainer at the start of each training program (or better still, do both).

Integrate the training with workplace practice by getting managers and supervisors to brief learners before the program starts and to debrief each learner at the conclusion of the program.

Think about what soft skills are needed for your change initiative to succeed: communication skills, leadership skills, conflict resolution skills, team working skills, and so on.

The success factors outlined above are important for getting the most out of your organizational change programs. For help in translating change initiatives into real organizational performance gains, check out Leslie Allan’s comprehensive change management guide. As you work through the guide, you will complete a series of practical exercises that will help you plan and manage your change program for maximum impact.

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