Creating a Training Mindset

Training can often seem like the dreaded task to complete at the end of the year and avoid for the rest of the year. 

But training can, and should, be a way to improve and move forward within an employee's lifecycle and should be seen not as a burden, but as an opportunity. 

These next few paragraphs will share insights and tips in to how to create training programs that can guide learners to new skillsets and generate new ideas, making training a part of the culture and mindset within your organization.

Training with Intention

Instead of merely "checking the box" of what is required by regulators to ensure that your organization is compliant with local laws, think about the importance of the topic that you are training on. Why would this matter to your training audience? Why is it of such importance that it is a requirement by law? Use that information to your advantage!

If training is required on human rights, for example, make sure to include information on the areas where you do business so that your training audience does not assume this is some lofty training that does not apply to their locale or department. Share real cases and stories that have affected your industry, or where your headquarters or subsidiary offices are located to convey to your learners that human rights issues can happen anywhere, and that training is done to learn how to combat human rights abuses. Make training matter more than simply meeting arbitrary criteria.

Training for a Purpose

Training is also a way that employees learn new skills. If training is presented as a way to improve, chances are that training will be seen differently and taken more seriously. In a recent study by McKinsey & Company, only 12% of trainees have found that training offered them a new skillset. Leaders need to change that way of thinking. Technology, for example, has become a necessary part of the workplace, but has also opened up risk exposure for bad actors to use technology as a means to weaponize data. Training on cybersecurity can teach employees the most important skills to keep company data safe. Give a learner access to cybersecurity training to increase their awareness about cyber-attacks, then allow learners to expand on that subject further. Offer training or guidance on data protection laws, even AI, and a learner could grow their skillset to a proficiency in data that they could use to elevate to the next level of the business. The organization will improve with the knowledge gained by its employees. 

Training as a Collaboration

Training can be one of the few outlets that allow employees to speak directly to leadership and offer beneficial critiques and feedback. Use surveys and post-training calls and interviews with employees to hear their candid thoughts about how a course was received. Did it convey the message it should? Did the trainees learn anything new? What could have been better about the training? By compiling survey data and then doing something based on the feedback given, a level of trust is earned by the learners, and an added layer of investment in the course, knowing that they assisted in improving the content. Consider even catering surveys to employees based on their role within the company, allowing them to show their expertise and take the survey or interview more seriously. 

Surveys also help to correlate areas where messaging might have failed back to training results. If every learner is answering one set of quiz questions incorrectly, it may be that the section of the content is confusing, or presented in a way that does not maximize retention. Use surveys to allow learners to share what may have been difficult subject matter in the training content and you'll be able to create more effective courses. 

With all of these tools in mind, learning can become a part of an employee's remit that they want to commit to, as opposed to an obligation. Here's to trying these new concepts in the new year!

Blaise Stanicic

Associate Director, Compliance Training, TRACE