NOVEMBER 2020HR TECH OUTLOOK9resolving unanticipated consequences of the change. Training, alone, is unlikely to result in success.Recognize that a change initiative may require more or different training than initially anticipatedQuite often, we underestimate the gap between current capabilities and newly identified performance goals. We may assume that employees will be able to adopt a new tool or process with minimal training, or even that they'll be able to pick it up on their own by diving into the new way of working. In some organizations, decisions about the length and frequency of training may be based solely on budget and available resources.It's beneficial to ask ourselves, are we setting up employees for success by providing the right training at the right time? While a thorough needs assessment should be conducted before designing training, it can be helpful to continue gathering input and assessing training needs as the change initiative progresses. Depending on the complexity and roll-out of the change, you may discover that learning and development needs are greater, or different, than originally anticipated. If possible, build in flexibility so that training can adapt to meet employees' needs. Integrate effective practices to promote learning and changeKeep in mind that people not only adapt to change but also approach learning in differing ways. Attitudes and feelings about a change initiative can impact learning, just as the timing and quality of training can affect perceptions of the change initiative. As training designers and facilitators, we need to anticipate that participants will display varying levels of readiness and desire to learn and modify their work behaviors. In a training session, we may notice comments or actions that reflect a lack of confidence while learning something new or frustration with how the new workflow is being implemented--two distinct situations that should be addressed through varied approaches. To create a supportive learning environment, fatigue and heightened emotions need to be managed thoughtfully. And, while some participants may be quick learners, others may require repeated opportunities to learn and develop skills over time.By integrating effective training practices with change management strategies, we can design learning experiences that lead to increased self-efficacy and organizational success. Joanna SiebertBy integrating effective training practices with change management strategies, we can design learning experiences that lead to increased self-efficacy and organizational success
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