Lack of follow-through thwarts business results

    Why training initiatives often fail to deliver desired outcomes - and
    what to do about it

    TORONTO, Nov. 28 /CNW/ - Andrew Jefferson is coming to Toronto to tell
workplace learning professionals to focus on results, not just activity.
Jefferson, President and COO of Fort Hill Company, will be presenting at the
CSTD Annual Conference in the afternoon of Monday, December 3 about how to
eliminate 'learning scrap' - corporate training that is never transferred to
the workplace in a way that produces business results for the organization.
    Jefferson's Six Disciplines approach to maximizing investment in training
is all about the follow-through. "In business, nothing matters except
results," he maintains. "Think of training as a chain reaction that starts
with defining desired outcomes in business terms and ends with documented
results." From the beginning, balance and alignment are fundamental -
balancing the needs of individual learners with the needs of the organization,
and aligning the learning goals with the business strategy, not only with
learning objectives. From there, the method includes designing the learning
experience (before, during and after the training) to ensure that employees
adopt the new skill set. Delivering for application means making sure each
stage of the learning process is relevant to the desired result. The next
crucial stage is driving follow-through - impelling people to action after the
learning event by focusing on the goal. Then, deploying active support
requires managers to support the learning back on the job. And finally,
analyzing and using the results for further learning within the organization
ensures continuous improvement.
    "Our cutting-edge clients are coupling operational needs and strategic
learning," says Jefferson. For example, Babcock and Wilcox created a new
leadership development program with a specific business goal in mind - to have
employees ready for leadership positions in the next five to ten years, when
more than half of the company's current leadership will be eligible for
retirement. With a strategic goal of developing a pipeline of new leaders from
within the organization, the program addresses each of the Six Disciplines to
ensure that current employees will be ready for leadership positions when the
time comes.

    About CSTD

    CSTD is a strategic world leader, driving excellence in workplace
learning and performance, impacting business success. Established in 1946,
CSTD is Canada's only national association for workplace learning and
performance professionals. With 18 chapters and 2,200 members from
coast-to-coast, representing the public and private sectors, CSTD exists to:

    -  establish and maintain professional standards of competence in
       workplace learning and performance.
    -  provide opportunities for the advancement of members and the workplace
       learning and performance profession through innovative programs and
    -  dialogue with government, institutions and industry to advocate for
       enhanced understanding of the workplace learning community.

For further information:

For further information: and/or to interview Andrew Jefferson, please
contact Lee Weisser, CSTD, Phone (416) 691-7123, E-mail

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