Modifying your training to include new styles of teaching, new media, learning culture or even just new types of trainees can often also entail a cultural change. Nurturing a shift in organisational culture can be a critical success factor when entirely renewing or changing your training.
Our approach consists of three main elements: stakeholder involvement, trainer and trainee mentoring, and evaluation and feedback.
To ensure acceptance of any organisational change, stakeholder involvement and buy-in is of the utmost importance. Stakeholders should be inventoried and involved or consulted in all activities relating to the change in training. Activities such as a stakeholder day can for instance be organized to ensure stakeholders get acquainted with the new training methods and resources. These activities can provide stakeholders with a role in the change in training, enabling stakeholder buy-in.
Our training development projects result in a training blueprint and training media analysis that is used for creating your syllabus and acquiring training media. However, developers may have questions about the thought processes behind a blueprint or media analysis. They may also want to share ideas about how to develop the training further. We can therefore also offer the assistance needed during your development and implementation process.
Changes in training can mean differing expectations from both trainers and trainees. It is important not to take these changes for granted as both new methods and resources can mean an – albeit temporary- increase in workload, which can be daunting for those involved. Guidance and coaching can help the trainers (and where necessary trainees) embrace new methods of working and resources. Helping them not only to understand what is expected of them, but also to recognize the benefits of the change.
Any training, old or new, should have a mature feedback-loop in place where feedback is collected at all stages of training: training design, training execution, training goals and training transfer. NLR can support in evaluation by collecting data and feedback to analyse the training. Subsequently, advice on necessary changes that should be implemented can be given. Even the evaluation and feedback itself must to be evaluated from time to time, ensuring a thorough and profound process, safeguarding top quality training.