1. You will present detailed company financial information to employees.
2. You will create a one hour workshop on expected work hours per week because a few of the team are abusing the process.
3. You will create an e-learning program to reinforce the proper process for logging a product issue from a customer call into the cloud-based system.
If you guessed they will all be really boring to attend or that no behavior change will occur, you're right. If you were invited to any of these, would you look forward to it? Even the most detailed, dull and dry topics can be built to create engagement and behavior change with a Learning Audit. Here are the steps:
- Figure out what your learning objective is and work back from that. What do you want the attendees to be able to do differently after they've attended your learning experience? If you can't answer this first question, you cannot build an engaging, useful learning experience.
- Now that you know the impact you will have, what's the best way to get there? Is this really a problem that training can solve or is training being used as an avoidance technique? Would a job aide (#3) or manager coaching (#2) be a better option, for example? Are you speaking because it's your 'job', not because there is any learning that needs to occur (#1)? Is your objective that the attendees 'KNOW' something different but there will be no behavior change? Send a book or article, and save the labor and facilitation hours.
- If you determine that the transfer of new skills, knowledge and motivations (aka training) is needed, wrap your content around what you want them to do. Here's an example for the financial information presentation: Assuming you'd like your staff to keep expenses down for a new product line that has a much smaller profit margin than the other, you'd want them to choose to streamline the cost of the packaging and delivery given their financial knowledge of the profit margin.Use Backward Chaining (thanks to Bill Brandon, E-Learning Guild) to build your material. Start with the end of the story and work backwards. Tell the story of expensive packaging and delivery and how much money is lost on one box. Now, ask people to race to multiply that times 51,324 boxes. That's much better than a spreadsheet and wakes people up.
- Finally, audit the flow of your session to Howard Gardner's Multiple Intelligences (Multiple Intelligence: The Theory in Practice): Intrapersonal, Logical Mathematical, Spatial Visual, Linguistic Verbal, Interpersonal, Bodily Kinesthetic. If you haven't honored all of the original seven intelligences in your session, some people will be unable to learn. My book below can give you more details on these.