We admire the Kirkpatrick 4 stage model

This is why PSL have developed training that teaches people why they react and behave in certain ways and the skills that are relevant to the task or training.

The psychology of human behaviour, communication skills and having practical tools underpin how we help people to move through this model and their managers and employers to see the progress.

Much has been written about training evaluation, some of which is subjective. However, evaluation in some format is critical to avoiding assumptions that are wrong and making good decisions.

The value of training.

The best way to see the value of training is to join in with it yourself. When managers participate in the training and share in the process they encourage their people to go further, ultimately leading by example. This is very powerful.

Taking people with us

PSL find the best way of working is to

  • Prepare, well. Understand the team and business we are working for. This makes all the difference. Even meeting a few of the employees before the training helps.
  • Create a feedback loop, that involves your trainee (s), your trainer and your observers (your managers or team leaders). More will be achieved when people really work together well.
  • Get buy-in at the highest levels. If that’s not possible, do a pilot, demonstrate the value and results then you are more likely to get buy-in and commitment.
  • Involve people. Expect them to do well, provide empowering feedback and the tools to implement and remember what they have learned.

What it takes to make this work

Preparation and recommendations (this is so important)

  1. Management support and guidance, so that the training is adapted to fit their business
  2. Management attendance at the training so that they understand it and can use it too
  3. Excellent communication
  4. Please don’t ‘over-sell’ the training to your employees. When they are surprised by how useful it is they engage better.

Training days

  1. Inspiring your employees with training they can use
  2. Flexibility – adapting the training to the audience
  3. Challenge – safely outside their comfort zones and learning
  4. A working together approach so that experience is shared
  5. Feedback to individuals that helps them to think and grow

Making your employees feel invested in

  1. Improving their soft skills (people skills, communication skills, decision making skills, stress management skills etc)
  2. Training they can use outside of work as well
  3. Making them feel valued throughout the experience

Practical support

  1. Team building activities
  2. Learning by doing, listening, observing and thinking
  3. Make it enjoyable
  4. Don’t take a one-size-fits-all approach
  5. Training room and break-out room so that we can split the audience into teams to do tasks and exercises
  6. 2 flip charts (and a projector would be good but not essential)
  7. Management sign off of the tasks and case studies
  8. A less is more approach to training with the tools to embed and grow the learning after the course.