Training Plan

Appendices

Appendix D - Managers' Skill Transfer Tips

Before Training Program/Course

• establish a culture in your workplace where learning is valued and using new skills is both expected and supported
  
• understand course content and make sure it meets staff's needs
  
• help individuals appreciate WIIFM (what's in it for me) when considering learning and applying new information in their work
  
• make sure staff are aware of relevant work issues to use as examples during the course/program
  
• set up time to discuss with staff the way new skills will be used and practiced
  
• don't assign high priority tasks with immediate deadlines right after training when new skills need to be practiced and integrated
  
• do assign relevant work/projects with deadlines that allow for skills practice and feedback on performance of new skills.

During Training Program/Course

• treat in-house, at-work-place or correspondence courses as if they were off-site
  
• make plans with staff to cover-off the work while staff are at training
  
• support and acknowledge co-workers' efforts to help

After Training

• ask how useful the program/course was, what was most valuable
  
• arrange for staff to share relevant information with other employees
  
• review with staff the agreed to practice/use of skills expectations and set a time to begin practice (preferably beginning within 72 hours of training)
  
• support the employee's practice by encouraging efforts, protecting time and space and providing resources, including coaching
  
• problem-solve any perceived barriers to transferring the skills to the workplace with staff as they arise
  
• discuss what the employee will do differently as a result of the training and note this in the staff's performance review