The Challenge: Ensuring Training Leads to Real-World Application
Leadership training programs often struggle to translate classroom learning into tangible on-the-job improvements. Adult learning studies confirm the importance of immediately applying new skills. Recognizing this, Hewlett-Packard (HP) implemented a structured follow-through process for its Dynamic Leadership program to manage the post-course application period effectively.
Research has shown a direct correlation between the degree of follow-up after a training program and the subsequent increase in leadership effectiveness. HP designed its system to bridge this gap and ensure the principles taught in Dynamic Leadership were put into practice.
How the Follow-Through Process Worked
HP used a commercial, web-based tool to manage a rigorous post-course follow-through system. The process began at the conclusion of the program and extended over nine weeks.
1. Goal Setting: In the final session, participants developed two specific objectives to apply what they had learned to their jobs. These were entered into a group-specific website.
2. Manager and Peer Involvement: To ensure support and accountability, a copy of each participant's objectives was automatically emailed to their manager. Goals were also visible to all members of their training cohort, fostering shared learning.
3. Scheduled Progress Updates: Participants were prompted by email to update their progress five times after the course concluded—at weeks 1, 3, 5, 7, and 9.
During each update, participants answered four key questions:
- What have you done to make progress on this goal?
- How much progress did you make?
- What are you going to do next?
- What has been your most important lesson learned?
This structure encouraged participants to practice their new skills, reflect on their experience, and share insights with one another. Participants could also send a link to their update to a manager or coach for additional feedback.
Measuring Impact and Reinforcing Learning
The process culminated in a final update at the end of the nine-week period. In this update, participants were asked to:
- Describe the business impact of working on their goals.
- Identify what proved most valuable from their experience since the program.
To further reinforce learning, the program included an on-line feature called GuideMe™ that provided practical suggestions for action based on the course materials.
The process is illustrated in the diagram below, which shows participants setting goals, receiving prompts, updating progress, and sharing insights over a nine-week period following the course.
