Learn how to lead effective training

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Learn how to be a better leader by understanding how to design and lead effective training. Most leaders confuse "telling" with "training." When they devise and implement a new policy or procedure, they codify the policy/procedure in writing, disseminate it to physicians and staff via email or other written format, and then are disappointed with the levels of understanding, compliance, and results achieved.
Ineffective leaders find themselves saying, “I told them what to do. Why aren’t they doing it?”
The lesson here? Telling is Not Training.
Effective training requires four steps...
1. Provide information on how to do it and why to do it that way;
2. Demonstrate how to do it;
3. Provide the learner an opportunity to practice doing it;
4. Provide feedback to the learner on how well their practice met the standard of performance.
As a leader, if you haven’t done all four of these, you haven’t really provided the training necessary to enable your staff to comply with the new policy or procedure just implemented.
Using the technique of “Make Sounds Come Out of Their Mouths” (covered in another Leadership Lab video) can really help in the training process, especially with Step #3: Provide an opportunity to practice.
Here is a real-world example of using these four steps to training, provided by the Chief Learning Officer at a hospital in New York:
“We tried the training technique while coaching a physician (faculty) on giving feedback to a resident about poor performance. The usual approach is lecturing the resident and then asking, ‘Do you know what you did wrong? Then we ask, ‘Do you know how to correct it?’ The resident nods her head and there is no acknowledgment if the resident actually understands and owns the problem and solution.
This time, the physician asked the resident to tell in her own words what she did wrong and what she must do to correct it. At first she just said, “Well, you said that I...’ The physician then said, ‘No, tell me in your own words...’
This approach was really impactful and showed the power in the words, ‘Telling is not Training.’”
Action Step: Think of one area where you are not getting the results you want from your team and ask yourself which of the four steps of effective training were not accomplished correctly. Design a remediation plan around this step.
Going Deeper: Read Coaching for Improved Work Performance
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