3 components to add impact to your training program

Training and developing talent are important, both for the health of an organization and the emotional health of its employees. If this is true, why aren’t more employees engaged with their training programs?

Simply put, not all training is equal, and respecting the learner’s time is critical. If your staff aren’t feeling the impact of their training, they’re not going to invest their limited time into it, no matter how much they value professional growth.

What makes training high-impact in the first place? Can it really make that big of a difference? Let’s take a closer look at the components of impactful training and consider why they make such a difference.

Meaning

Most learners can tell the difference when they’re actually gaining new understanding through content, rather than just clicking buttons or filling in boxes. People have a natural love of learning and are far more likely to commit to something that teaches them useful skills. This is why skill and competency-based training is essential.

It isn’t great for the learners; it’s great for the organization. A more well-rounded employee will perform better and enjoy themselves more than one who only receives the bare-minimum in training.

Efficiency

Like meaning, efficiency is a trait of high-impact training with obvious benefits to the organization. We talk less often about how efficient training benefits the employee.

When an employee sits down for training, nearly 100% of their time should be dedicated to that training. For this reason, it is important to mitigate distractions like technology issues and provide useful participant guides that support learning. Not only does this allow them to absorb more information in a shorter amount of time, it respects their time, something all of us are often running short on.

Progress

At the end of the day, humans are innately interested in creating narratives. Because of this, we often attempt to sort information in a way that suggest progression from one point to the next. One of the most rewarding parts of any type of training is seeing the results. Making results tangible and concrete is the third critical component of a high-impact training program.

Now you can see the trend with these principles: High-impact training benefits both the credit union and the employee, the team and the individual. These are some of the guiding ideals behind CUNA Professional Development Online (CPD Online).

CPD Online is an online training tool that provides employees with relevant, intuitive training and trainers with a premier LMS to chart and track long-term growth. You can learn more at cuna.org/cpdonline.

Marlo Foltz

Marlo Foltz

For the past 20 years, Marlo has designed and overseen training programs for credit union employees, executives and boards. As Vice-President of Blended Learning at CUNA, Marlo is responsible for ... Web: www.cuna.org Details