If you are a line manager, you probably need to think about training for the people who work for you. But, how do you decide what training is necessary? How do you set the training goals? And how do you know what will actually provide real, tangible results?
Start with the end in mind
The best way to think about training goals is to start with the end in mind. Don’t ask, “What training do I want?” Instead, ask yourself, “Why do I want training?”
When you start with the end in mind, you define what you want to achieve with the training. In other words, why have you decided to invest money in your people?
4 questions to ask when identifying your teams training goals
The first question really needs to be answered before you can start thinking about actual training. Once you have answered the first question, you can sit down with a training provider and let them help you to answer the other 3 questions.
- What result(s) do I want to see?
- What behaviour needs to change so that this result can be achieved?
- What skills, knowledge or attitudes do my people need to learn to change this behaviour?
- What sort of training is most appropriate for learning these skills, knowledge or attitudes?
A good training provider should be able to help you to define the behaviours which support the results you are looking for. They should be able to help you to decide what skills, knowledge and attitudes affect these behaviours. And, finally, they can suggest alternative ways for delivering training which will ensure that your people learn and put these behaviours into practice in the best possible way.
Don’t ask ‘what’, ask ‘why’
So remember, first you need to think why you want training. From here, you can decide what training will help you to reach your goals. For more tips on training goals and budgets, make sure to download our eBook “Making the most of your training investment” to help you get your money’s worth once you have identified your training goals.