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Results found: 3

. Step 1: Increase training transfer and team knowledge sharing: A4006.CourseKnowledgeTransfer.
. Step 2: Ensure lessons learned are applied: A4045.LessonLearned.
. Step 3: Design training and coaching sessions: A4088.CourseAgendaPlanner.

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A4045.LessonLearned

This tool facilitates the immediate application of acquired knowledge to achieve new milestones.

Key Results Solved Problems
Implementing lessons learned to achieve new results Risk of forgetting lessons before they become consolidated habits
Noting what you intend to implement Losing the opportunity to exploit evolutionary techniques
Defining the coveted results of a training Accepting that the knowledge transfer of meetings / training is limited to 15-20%
Immediately applying what has been learned Equating listening to a topic with its memorization and application
Encouraging collaborators to recognize elements that favor skill development Tendency to “wait for” rather than “seek out” opportunities for growth
Keeping training sessions below cognitive saturation threshold Passive approach of students
Promoting the integration of knowledge into company assets  
Go!

A4088.CourseAgendaPlanner

This tool assists in organizing training sessions, meetings, or presentations in a comprehensive and engaging manner.

Key Results Solved Problems
Designing an effective training, coaching, moderation session Lack of definition of educational objectives
Clearly establishing educational objectives Low participant ratings of sessions
Developing content and support materials Difficulty in transferring key content
Documenting sessions for future reference Loss of participants’ attention (difficulty in contextualizing content)
Integrating continuous improvement Insufficient stimulus to action
Facilitating knowledge transfer to participants and among trainers  
Reducing preparation times  
Delegating a session in case of absence  

A4006.CourseKnowledgeTransfer

Key Results Solved Problems
Ensuring the transfer of knowledge and its sharing with the team Difficulties in detecting the impact of training on company results
Spurring participants towards achievable results Ineffectiveness in taking notes
Designing and evaluating training based on practical applicability Lack of systematic sharing of learned notions
Optimizing the transfer of knowledge to participants Poor implementation of educational concepts in the company
Ensuring the immediate applicability of learned concepts Weak call to action
Consulting topics covered in previous training sessions  
Transferring acquired know-how to the organization  
Making course participants more attentive and aware of their role