Feedback is important for any training and development department to know if their presentation efforts are leading to effective and essential learning. It is good to encourage feedback at the end of the training session, but sometimes it is beneficial to know the views of the trainees before a training can be conducted.
One thing has to be kept in mind that trainers can be really offset if they only receive negative feedback. It has to be remembered that in every negative feedback, there is an opportunity to learn and grow. Trainer has to focus on process not only results.
Here is a scenario to think about:
Dow Jones does training for a large group of audiences. At the end of his trainings, the trainee is given training feedback form to be filled out. Dow Jones asked, I always ask feedback at the end of my training sessions, but mostly it is not very successful as the harm for the current training may be done, because current training is already over. The next training can be improved based on the feedback of previous training, but the focus again is on the next training. With the pattern of feedback at the end of the training, next training can be improved but current training suffers.
To break this continued pattern of not getting desired results, it is recommended that:
- There should be a pre-luminary assessment on what target one wants to achieve with training.
- Based on audience come up with critical paths that have to be met.
- Have a strong overview of how training will be planned.
- Should training be interactive or educational based, followed up with quizzes to determine the knowledge sync.
More ideas on how to continue getting desired results
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