One strategy is to use anecdotal evidence—asking managers and team members to describe the state of their company culture before training and after training. We can also use a more objective measure—an assessment of team functioning before and after training. This assessment would ask team members and managers to rate communication, problem-solving, conflict management, overall morale and other dimensions of their workplace. Comparing the pre and post-training results could help prove the value of the training.
The training should not be judged solely on the glowing reviews of participants. Training is worthwhile if it creates the desired change in the workplace.
At the end of training, managers and participants need to ask themselves—how can we take the concepts and techniques presented today and make them a lasting part of our company culture?
© 2010 Laura Lewis-Barr all rights reserved