Do You Train Like Barney Stinson?

This interaction resonated with me for two reasons.

First, I’m beginning to train for a marathon and there’s something appealing to the idea that there’s only one step I need to take in order to prepare for a 26.2 mile run.

Second, I hear similar statements when I talk with co-workers and clients about putting together a training program. “Look, adult learning principles are nice and all, but honestly I just need to tell them what they need to know. And then they just need to do it.” When it comes to training, too many people carry the attitude that “there is no step 2.”

The problem, as borne out by research, is that when you bring people together for training and it’s a bad experience and nothing new or different results from that training, people grow more cynical about the value of the training going forward. When people are more cynical about training, they are less likely to engage or take anything away.

“There is no step 2” is a simplistic fantasy (if you were to watch the whole episode, Barney indeed pays for this guiding philosophy later on!). The truth is, if someone wants you to help put together a training program and your name will be attached to it, then there are three steps you need to take.

Set clear objectives. Basically, you need to finish this sentence: by the end of this training, the participants will be able to ___________________. And your sponsor (supervisor, executives, client, or whoever else asked you for this training) needs to be aligned with the way that this sentence ends.
Design something amazing. Yes, this is easier said than done. Of course, if you have well-crafted objectives, your task of designing something amazing should be a lot easier. Click on the link for “Instructional Design” on the left-hand side of this blog if you want some ideas on ways to engage people and get them involved in your next training session.
Follow-up! Just because you said something and/or because your participants had a great time in your session doesn’t mean it’s going to stick. How will your participants be held accountable for doing something new or different or better once they return to their desks? (Click here for a more effective way to create an action plan)

Brian Washburn

Brian has over 25 years of experience in Learning & Development including the last 7 as CEO of Endurance Learning.

Brian is always available to chat about learning & development and to talk about whether Endurance Learning can be your training team’s “extra set of hands”.

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