In 2004, corporate America spent an excess of $65 billion on training and development (according to Association for Training and Development ASTD) delivered in many cases through the human resource departments. Yet, research suggests that possibly only 10% of traditional training is actually transferred to the workplace.

Consider the following tips when adopting or revisiting your training programs.

1. Separate any symptoms from the real problem

Many times the first words heard are We need training whether it is for diversity, customer service, sales, etc. Yet, the training issue may be only a symptom of a far more pervasive problem. This is the time to administer an organizational assessment before the implementation of any training solution.

2. Include measurable objectives

Objectives should be started using verbs such as demonstrate, define or list.

3. Include opportunities for cognitive retention

Research suggests that a one time exposure to a learning event results in 2% cognitive retention after 16 days. However, 6 consecutive reinforcements such as through audio CDs increases cognitive retention to 60-65%.

4. Develop the program to reflect the culture within your organization

The program should be customized through the use of role-playing vignettes, etc. to integrate the desired skills within the company.

5. Address beliefs and therefore attitudes

Given that beliefs are the foundational thought processes that drive attitudes which in turn are demonstrated as observable behaviors, then focusing on the underlying beliefs is a critical component to the ultimate success of any training or development program.

6. Provide time for application

Recently I read where a 6 hour one day nationally offered public workshop on communication and supervisory skills offered over 50 objectives for $175 per participant. Thats a lot of knowledge. However, if you consider that every 7.2 minutes another objective was being delivered at a cost of $3.50 per objective, that leaves very little time for interaction between participants less alone opportunities for application.

7. Align program to Kirkpatricks Third and Fourth Levels of Evaluation

Dr. Don Kirkpatrick developed taxonomy on how to evaluate training. The Third Level focuses on application How is the training being applied within the workplace? Level Four centers on impact of the training specific to measurable results.

By infusing these 7 tips into your training program, your most limited resources should quickly deliver at least double the results.

Good Day. Thanks for visiting. I hope that you have enjoyed my articles. In 1999, I founded ADVANCED SYSTEMS because I saw that performance could and should be doubled in warp time. Individuals, small and large businesses could not afford expensive solutions that may or may not deliver improved results in 12 months.

From my corporate, small business and education experiences, I recognized the individuals must have opportunities for connecting their passion to their purpose to secure the desired performance results, but many lacked the necessary skills, strategies and tools.

With over 20 years in sales management and 10 years in education, I understand how to unite productivity with profitability by developing a proactive working culture. My previous experiences resulted in cost savings through one of the first implementations of a computer software in a wholesaler distributor to the creation of a vendor performance assessment.

Since facilitating over 500 sessions, developing and editing over 25 training programs and writing numerous articles focusing on performance improvement, I bring a results focused approach to my clients. Also, I am proud to be one of the first five nationally certified facilitators of America’s Rising Stars (a Student Leadership developmental curriculum).

My passion is to help others connect their passion to their purpose to double performance. As The small business coach in Chicago, my clients have easily doubled their performance. Since our greatest resource is our young people, I am now working with large urban schools to generate the same results.

Education Background

• Graduated with honors from Purdue University with a B.A. in Education
• Earned M.S. from Purdue University in Instructional Design and Curriculum
• Published in the national trade journal, The Supply House Times, and numerous national newsletters
• Developed seminars and training on diversity, communication, leadership, sales, effective trade show behavior, networking, knowledge management, goal setting and improved educational outcomes
• Co-authored M.A.G.I.C.A.L. Potential: 7 Capicities for Living an Amazing Life Beyond Purpose to Achievement, to be available in 2006
• Working a another book focusing on performance in public education
• Speaker in a national bureau - Resource Associates Corporation