So let's have a look at how you go about planning training for a member of your team or indeed for your team as a whole. So some questions here is how to think about how will employee prepare. So how will the person going on the training, prepare for the program? I would really recommend that you do make sure that people prepare before they go and training. How will you or their manager support them both before and after the training? If that happens, that greatly increases the likelihood that you'll see some sort of return from your training investment.

Of course, you've got to think about the where the when organizing, those sorts of things. So we'll talk about crea cost to start with So one of the questions is how are you going to help the individual prepare and how are you going to prepare for them? So pre course the first thing I would say is it shouldn't be a shock. So They should know that they're coming on training. And I do still do lots of training where I turn up to a business. And we're doing a training course for a number of people in the business.

And one of my first activities is just to say, Well, what do you want to get out of the training? And even now, I often get people there who say, Well, I don't even know what the training is about, I just got told, when I came in this morning, that I've got a call on the training. So if that was happening was we can kind of pull that out of the bag a little bit, it does reduce the effectiveness of that course and not had time to orient themselves think about what they're doing there. There actually might be a bit of fear, because, you know, why am I on this trading? What have I done wrong, and so on. So really, we should make sure that people understand they're coming on the training, and that they know why they're going on the training.

So part of the preparation really should be that the attendee reads the course outline. So by outline and just mean the learning objectives really. So those things that we looked at before on completion of this course. You will be able to. So before the person turns up at the training, they should know what they're going to be able to do afterwards, they should know what knowledge they're going to gain, at least understand what it is what the area of the domain is fear is that they're going to be learning about. So it's really just giving them that information.

I would also strongly recommend that they have a discussion with their manager. So they talk to their manager before the course is all about what what are you going to learn from this program? What is it for? And it's a two way conversation, the individual wants to talk about what they want to get out of fear. The manager talks about what he or she wants them to get out of it. So there's a proper two way discussion going on.

So what are the desired outcomes? What are some of the hopes and fears that may be the individual may have about going on the course and putting it into practice afterwards? This is a form that's available to you, you'll be able to access it on the course afterwards. It's just a very simple pre course form. They don't have to use a form. And you don't certainly don't have to use one that looks like this.

But the idea is just to have some formalized way of making sure you can have a conversation with the individual before they go on the training. This really should be done by their manager. So if you're an HR manager who's doing this course, ideally, you'd want the manager of the individual going through this with that person themselves before they go into court, that cost that manager might need some help, and assistance in doing that. So there might be some help given to them. But it's really important to have that conversation before. It's not a complicated form.

Just basically, you know, why are you going on the court what outcomes you want, and how are people and you're going to be able to identify the changes that you've made following the program. Very simple. Once you've done the program, you need to think about some post course activity. What does that mean? Basically, this just means talking to the individual after the program about the course. So a post course discussion with the manager asking questions like To what degree where the object is achieved?

So if they wanted to learn about X or Y, was that delivered for them? If they've now got a strategy of how to cope with difficult clients or with employees who make life difficult for them, or if they want to learn how to run a project, have they got those things in place following the program? Do they have those strategies? Do they have those techniques that they wanted to learn? What are they specifically going to be working on? And what's their development plans and how are they going to do that?

What are they going to be doing following that program to demonstrate that they're cheating What they're doing or improving what they do. So as you talk to them about those plans, and how can the manager or the business help support them in that development journey. So if you remember looking back at the Bloom's taxonomy, we noticed that actually have the psychomotor. This skill is domain of the cognitive, the knowledge domain and the affective domain, the behavior or attitude domain, that only a small part really of learning happens in the training room. So they need to be continuing that learning process following the training, how is that going to happen? The manager needs to support them by having ongoing one to ones linked to the personal development plan.

That's a way that you can keep on top of this. So okay, we'll meet again in a few weeks time talking about how you getting on with that project that you said you wanted to do, or get together again in a couple of months time to talk about that area that you're trying to Work on how to be more assertive, or how to deal with clients and difficult customers and so on. Let's talk about it again a couple of months. So you can actually continue that conversation. That's massively important to ensure that that training, development actually continues following a standard program. So this form looks very much like the other one, but this is a post training course form.

So this is really just asking simple questions around where your object is fulfilled. What was your feelings about the program? And what are you now going to do following that course? And how can we help so it's useful to jot that down again, it's not really about the form, we don't have to have a form, conversation is the most important thing. But a form just means that it gets done and kind of formalizes every quarter. So again, this form will be available to you on the course afterwards.

But by all means, design your own make it much more bespoke. The principles are though, have that conversation So let's do a quick summary of what we've covered there. So plan your training, do some pre course activity, do some post course activity, help make sure that the individual is prepared for the training before they go on it. And make sure that afterwards, that learning continues and they're supported in that