TrainingFoundations
Setting expectations is a cornerstone of any successful program, and training is no exception. But when the time comes to discuss expectations, things can get a little fuzzy.
What exactly should the dialogue sound like? How do you ensure everyone is on the same page?
Before we dive into the specifics, let’s explore why setting expectations is crucial. Remember the CARE acronym:
C – Clarity
A – Alignment
R – Responsibilities
E – Expectations
Clarity involves defining roles for trainers, participants and leadership. Alignment ensures everyone shares the same goals for the training. Responsibilities encompass what content trainees should learn, manager involvement and communication channels. Finally, expectations should outline specific actions required of trainees, like participation levels, completion of assignments and the certification process.
Let’s take a closer look at each of these components.
Training can take many forms, so it is important that trainers, participants and the leadership team have a clear understanding of the roles each will play. Trainers can provide new-hire onboarding, developmental workshops for seasoned professionals or individualized support.
To ensure everyone gets the most out of the experience, it’s crucial for trainers to engage their manager, training peers and leadership team in conversations before training even begins. Define the specific roles each person will play in the training initiative, and how they will support training participants to ensure success. Confirm mutual understanding and agreement between all parties.
Setting the stage for a successful training program also includes alignment of goals. It’s possible the new hire, their manager and the trainer all have slightly different goals in mind.
For example, the new hire may be worried about passing a certification exam, the manager may be focused on the new hire’s ability to fluently articulate the selling messages and the trainer may be accountable for ensuring all training materials are completed on time. By having a conversation at the outset, everyone can find common ground, gain clarity and align on the stated goals.
If clear goals are already in place for an established program, it is still recommended to review them with relevant individuals prior to beginning a new wave of training.
Successful training experiences rely on clear communication about the responsibilities of each individual. This includes outlining what content trainees are expected to learn and the timeline for completing it.
Additionally, it’s also important for the manager to know what their responsibilities entail. How often should they conduct check-ins? Are they expected to provide pre-training support, or conduct follow-up activities after the training has been completed? Finally, how will the trainer, trainees and manager communicate throughout the program?
By ensuring everyone is aware of their responsibilities, timelines and communication channels, the stage is set for a smooth and successful training experience.
Once training kicks off, setting clear expectations for participants is key. In a virtual setting, for example, will everyone need to keep their cameras on? How much active participation is expected from each trainee? Do handouts need to be submitted, or are they simply additional resources to support learning? Should questions be interjected throughout, or is there a dedicated time for them?
By outlining these expectations at the outset, trainers foster a productive, supportive and effective learning environment where participants can flourish and achieve their goals.
With CARE, trainers can transform a potentially murky experience that lacks clarity into a clear and collaborative process. This proactive approach ensures everyone involved – trainers, participants and the leadership team – is on the same page from the very beginning.
This creates a foundation for a successful training program where participants are empowered to learn, managers can effectively support their teams and trainers can deliver impactful learning experiences.
Sara Riedel is founder and CEO of KALA Mentoring. Email her at sara@kalamentoring.com or connect through www.linkedin.com/in/sara-a-riedel/.
