Most participants of team training sessions get completely fired up to act upon valuable insights from their training day. As trainers, we find this very gratifying since the action is a key part of learning. But we know that people can quickly lose their energy when they return to the office to face their bulging inboxes, urgent demands and the seductive lure of the convention. No matter how good we are as “fire-starters”, we need people to feed the flame of self-improvement in the weeks following the training event. The job of keeping the fire going typically falls to the team manager and Human Resources department.
In an effort to help make training “stick”, Summit has created a training follow-up guide for managers. We send this document to each team leader after the training program to help them support their staff members and teams on their journey to high performance.
The goal is to keep the learning ‘top of mind’, and to ensure that action plans become, well, actions.
In the next two blogs we will share some of our suggestions for training follow up regarding team and individual action plans.