Full Learning Transfer Model (FLTM)
80% OF TRAINING FAILS! DROSTE’s FULL LEARNING TRANSFER ENSURES NEAR 100% SUCCESS!
Let Droste Implement this small but complex model for your training.
The ugly reality is that 80% of one-time learning and coaching events fail to achieve the desired change in performance–a waste of time and costs. And the 20% that do succeed only improve performance 40-50% of what was needed.
This can be overcome by using the Full Learning Transfer Model. When applied, nearly 100% of learning succeeds and improves performance to 90 to near 100% of desired levels.
Droste is one of the very few companies with expertise in and the ability to successfully implement this small but complex model for your training.
DROSTE CAN HELP YOU DO IT OR DO IT FOR YOU!
You have the choice to either have Droste help you implement these limited number of critical tasks yourself or we can do them for you.
FLTM Aligns With Change Management Best Practices!
The purpose of all training is to affect change. It is no surprise then that the FLTM aligns with the latest Change Management research and best practices such as:
- Key Sponsor Plan
- Communication Plan
- Training Plan
- Coaching Plan
- Resistance Management Plan
- Awareness
- Desire
- Knowledge
- Ability
- Reinforcement
Use this Pre-Training Tool Today to Ensure Learning, Application, and Performance Improvement!
One key activity within the FLTM is to require the leader-of-the participant to meet with the participant before the live learning event to discuss the event, WHY it is important (what’s in it for the participant/team/department/company), and the leader’s expectations to complete all learning activities and come back with actionable items.
Without a resource/tool for the leader-of-the participant, most meetings do not succeed and are a waste of time–or do not occur at all because the leader anticipates it will be a wasted effort. Here is a simple quick reference guide (QRG) that you can use starting today to ensure the meeting is a success– increasing learning, application, and performance!
NOTE: For better viewing, you can click on this image, select open image in new tab, and then select zoom in if needed. Also, feel free to contact TLI for the PDF or Word version.
FTLM Components
Coach or Don't Train! The Leader is 70% of the Impact on the Direct Report's Performance after Training!
One critical activity within the FLTM is to require the leader-of-the-participant to monitor the performance of the participant after the learning event. She/he should:
- Look for how often and how effective the new knowledge/skills/attitudes are observed.
- Recognize/reward if it is being done as expected–or coach if not.
There are hundreds of different tasks an employee performs every day, but only a limited number of factors drive that performance. And of all the factors, just one, the Leader over that direct report, makes up 70% of that impact. And of the 15 performance management tasks, coaching is one of the most important tasks a Leader performs–both after training and every day.
Studies rank ‘receiving feedback from their leaders’ as the number one request of employees. Studies also rank ‘giving feedback’ towards the bottom of what leaders like to do or do at all. This is because leaders usually see giving feedback as something negative and that causes conflict. However, giving feedback is not negative if given using an effective coaching model.
Without an effective coaching model for the leader-of-the participant, most coaching does not succeed and can be a waste of time–or do not occur at all because the leader anticipates it will be a wasted effort–or doesn’t know a positive way to provide feedback. Here is a simple coaching model that incorporates best practices from best-in-class coaching experts. Of course there are more details that can be learned within each step such as focus on the performance and not the person, but this will go a long way in enabling you to start coaching today.
Best Practice Coaching Model
Each day as you observe performance needing improvement, as soon as you can (and in private when appropriate):
- Convey your positive intent.
- Describe specifically what you have observed.
- State the impact of the behavior or action.
- Ask the other person to respond.
- Focus the discussion on solutions.
For example: “Josef, I want to help you improve your performance. I’ve observed you haven’t addressed your employee’s missed deadlines. This results in lower metrics and demotivates the good and high performers. Why do you think you haven’t been addressing this and what are you planning to do to start doing that?”
Use this Post-Training Tool Today to Ensure Learning, Application, and Performance Improvement!
One key activity within the FLTM is to require the leader-of-the participant to meet with the participant after the live learning event to share key learnings and the new actions that will be taken to improve the performance. Expectations are also shared that those actions will be completed and, until then, monitored and either recognized/rewarded or coached as necessary. The performance will be reviewed/evaluated on the regular mid-year and annual performance reviews. The participant is also reminded he/she now has 24/7 access to a resource site with all the key learnings and tools–as well as will begin receiving weekly emails reinforcing key learnings from the learning event.
Without a resource/tool for the leader-of-the participant, most meetings do not succeed and are a waste of time–or do not occur at all because the leader anticipates it will be a wasted effort. Here is a simple quick reference guide (QRG) that you can use starting today to ensure the meeting is a success–increasing learning, application, and performance!
NOTE: For better viewing, you can right-click on this image, select open image in new tab, and then select zoom in if needed. Also, feel free to contact TLI for the PDF or Word version.