What happens after training? 5 ways to help leaders actually change behaviors
Tediously written and refined learning objectives. Thoroughly researched, evidence-based content. Immediate post-workshop survey to quantify impact. All these standard practices for developing and delivering leadership training are common and sound. The problem is that they are almost exclusively focused on the quality of the content, not the ultimate outcome of the training. Said another way, traditional professional development focuses too much on what happens during a workshop and not enough on what comes after. With the goal of improving operating results and the work environment for both managers and staff, a more comprehensive approach puts as much time, creativity, and energy into what happens in the weeks and months following the workshops as before. Following are five ways to make that happen. Make content more