In many cases, organizations fail to exploit training programs not because the training is ineffective, but simply because training content is not transferred to the workplace. In other words, one might learn a skill, but these skills are not used on the job. One way to prevent this from happening is simple: learn how to learn!

Just as an individual typically goes to school without knowing that there are different strategies to apply in different subjects to score well, an organization also needs to have the right strategies to maximize learning. Here’s a quick checklist to help you decide if you are able to learn, as an organization.

• I have regular sessions to share new learnings with my team mates.
• Learning and sharing information is valued in my organization.
• People take learning seriously and plan for their own professional development.
• Executive coaching is offered as a development choice in my company.
• I believe that learning new information can help solve current problems in the workplace.
• Some aspects of my performance appraisal are linked to the training I receive and apply at work.

In order to champion the cause of learning in your workplace, a simple evaluation can take place. All you need to do is to consider the kind of tangible value you wish to create and approach your training providers to deliver a program that fits these objectives. By measuring this over time, you will be able to see how it translates into something practical in the workplace.

For a review of your training and development practices in your organization, contact us for a meeting.