"Follow up Training"

How would you define this topic? In what ways do you apply this expression in your organization?

While I don't call it "follow up training", for me it means either:

1. The learner's performance has improved as a result of the original training: What is next so the learner can more effectively apply what was originally learned. This could be a more advanced course - classroom, asynchronous or synchronous; regularly scheduled evaluation and coaching; a discussion board or blog, or (my preference) a combination of all these elements.

2. The learner's performance has not improved as a result of the original training: Whar ELSE is needed for performance improvement. Sorry to say that I have too often seen the learner being told to repeat the course ("If you don't succeed at first . . .") which, in most cases is a waste of everyone's time and energy.

The key to making learning stick is the immediate application and assessment of what has been learned, with consistent feedback and coaching to improve performance.

Hope this helps!

Great thoughts Doug. You are quite correct on the feedback and coaching. Let's throw this out to all of our trainers then. What specifically do you do after your team has completed some education? How do you provide "coaching" to make sure they apply what they learn?

At my company, we offer one-on-one training that caters to the individual's learning style and unique challeges at their community. It's a great way to sink in the pre-requisite leasing class.

We let associate's schedule one-on-one time at will and we also mandate it when we see a shop score that indicates a need for further training.