Learning Effectiveness? Tips to Ascertain a Better Learning Result.
Posted on June 11, 2019 by Coach Wendy Wong, One of Thousands of Career Coaches on Noomii.
How to determine learning effectiveness? Here are some tips.
“Training is no longer about the what (information) because learners can easily gain that from various sources with technology,” says Gan Kwee Ming, Vice President – Learning & Development for OCBC Bank Berhad. Gan has just celebrated his 15 years in OCBC and has spent more than 3 decades of leading and creating business values through L&D at various industries including telecommunication and hospitality. I was keen to get some fo Gan’s personal perspective on L&D as we chatted over a flavourful Indian banana leaf lunch on Leboh Ampang.
How do you assess the quality of training?
I don’t rely too much on feedback ratings of participants at the end of a training workshop. That’s too superficial and biased to the immediate reactions of the participants such as venue and level of entertainment created. Feedback of participants are important but my focus is the level of learning and its application at work. Thus, we need to measure learning effectiveness from multiple angles including follow-ups and impact over a period of time. Using feedback forms alone is not enough.
Tips #1: Consider the learning impact and assess impact through different angles.
What do you look for in a Trainer?
I value trainers who are subject matter experts with hands-on experience so that they are able to impart not only the “what” but more importantly, the “hows and whys” in practical ways. For example, in leadership training, we value trainers who have held leadership positions so participants engage better with the real-life experience.
Tips #2: Review the spectrum of experience of your trainers to determine Value, not just their years as a trainer.
What advice would you give to a Leader who is eager to leverage on L&D to accelerate his/her Career?
Regardless of seniority, the first and important step is the alignment of development needs and impact with the Line Manager. It’s basic, yet critical to get this right. Once you have alignment and clarity, the type of intervention, be it leadership program, coaching or special projects etc may vary to suit the needs of the leader.
Tips #3: Alignment with Key Stakeholders creates more buy-in, support and recognition of development and progress made.
Additional Stats: Gan is an ICF Associate Certified Coach and his HR Dept won the prestigious HR Award in Quality and Service from the Ministry of Human Resource 2001/2 under his leadership at the Mandarin Oriental.
