Now that you have had a successful launch and recruited your employees, it is time to move on to one of the most important stages. Let’s consider this “Develop” phase like a second-stage rocket, which is designed to take over by separating from the heavier first stage and significantly improving the rocket’s efficiency and ability to reach space.
In rocket science, engineers analyze the target goal, design and develop the rocket, fly the mission, and then evaluate the results. The same principle applies to developing your most valuable assets, your employees. A widely used model for training and development, the ADDIE model, uses this same type of framework.
- A – Access: Identify the training need and the desired learning outcomes.
- D – Design: Define the learning objectives and the teaching methods to be used.
- D – Develop: Create the learning materials (self-directed e-learning, classroom, coaching, etc.)
- I – Implement: Launch and deliver the training.
- E – Evaluate: Assess if the training met the learning objectives and make any needed improvements for future training sessions.
Tips for an Effective Training Program
- Make sure that your training efforts align with the strategic direction of your company.
- Analyze current staff performance to identify areas where enhanced knowledge and skills are needed.
- Create relevant and engaging content using real-world examples whenever possible; seek assistance from subject matter experts.
- Involve your employees in the process by discussing their career goals and how those align with your business goals. Employee buy-in and engagement is critical to the success of your training programs.
- A best practice is to conduct a pilot program session first with a small group who can assist with identifying areas for improvement.
- Schedule a location that is conducive to learning. Make training sessions as interactive as possible. Engage the learners in discussions and problem-solving exercises.
- Gather feedback after each training session to assist with refinement of the training.
Become a Learning Organization
In his book The Fifth Discipline: The Art and Practice of the Learning Organization, Peter Senge makes the point that the only sustainable long-term competitive advantage is your organization’s ability to learn faster than your competition. Senge’s five disciplines that he outlines in his book are: A Shared Vision, Mental Models, Team Learning, Personal Mastery, and Systems Thinking.
While the concepts of A Shared Vision, Team Learning, and Personal Mastery are obvious, you may be wondering what Senge’s thoughts are regarding Mental Models and Systems Thinking. In discussing Mental Models, Senge stresses the importance of what you, as a leader, can do to create a company culture where everyone in your company has the desire to constantly grow and update their knowledge, no matter what their own worldview may be. This requires a culture where everyone is encouraged to speak their minds and be open to the views of others at the table. Regarding Systems Thinking, Senge suggests a holistic approach for managing complex organizations by focusing on the overall system and root causes of problems to achieve sustainable results, as opposed to treating individual symptoms in isolation. By understanding and addressing the root cause of any given situation, organizations can make more sustainable decisions.
Return on Investment
As mentioned in the beginning of this article, your employees are your most valuable asset. In their Workplace Learning Report 2025, LinkedIn Learning listed the following statistics (https://learning.linkedin.com/resources/workplace-learning-report): ”88 percent of organizations identify retention as a top concern.” In an Employee Training Statistics article, (https://online.hbs.edu/blog/post/employee-training-development) it says, “With 70 percent of employees revealing they would consider leaving their current job for companies that invest in training, many businesses are turning to corporate learning to retain talent, support internal mobility, and promote career advancement.”
These are just a few tips on training and development for your workforce. Here at Rocket City HR Consulting, we can assist you in conducting an HR audit to identify risks and/or conduct a training needs assessment to determine your training priorities. We also have skilled HR professionals who can assist you in the development of a training plan and who can conduct the training for you, if desired. Studies have shown that using trainers who have specialized knowledge and experience, and who are not tied to the internal dynamics or politics of the organization, can lead to enhanced credibility and improved learning outcomes.
By Karen Burton, SHRM-SCP, SPHR
