Rainmakers

Training outcomes- whose responsibility

How cool it would be if we could witness the of our and see the impact it was creating. See the policies being reworked to make them more inclusive, see biases being called out and addressed to facilitate , see leaders reaching out to their teams and connecting as people, see leaders being mindful of including everyone in Conversations and discussions and moving towards common ..well I experienced this recently while conducting "Group coaching sessions" for the leaders😎

as it is called..is a part of the learning journey that we have curated and are conducting for a MNC.
After every two workshops we conduct these leader connects to check the implementation and if they are facing any challenges during the same.

Well, initially I misunderstood the concept coz till now as training partner no one had ever asked me to question the leaders on the implementation status of the learnings therefore It came as a pleasant surprise when the L&D head said the "Feedbacks are good now check the implementation coz if as leaders they are not open to implement new ways of working..not ready to upskill themselves then there is no way that they can drive the teams to the desired outcomes. One needs to lead by example"

What followed were some wonderful sharings around whats has been implemented and what is the impact they are witnessing.
And If they have not implemented why? how are they going to resolve it? and by when with timelines..

Learnings
- For me the shift from "How will you implement these learnings in your workplace?" to " How have you implemented the learnings in your workplace and what impact are you witnessing...share instances" was possible by the trust shown by the organization. It is very empowering and is partnering in true sense.

- Straight questions might be uncomfortable but they make you think and that's what drives the action. while Questioning the leaders I could see the discomfort but the message was loud and clear "We mean business" and with some resistance it was accepted. Post which we had some very productive goal oriented discussions.

- It takes a lot of courage to identify and call out your bias and lay it open for brainstorming and discussion to design an action plan. Creating a safe space helps in acceptance and unbiased, non judgemental discussions

- Driving training outcomes is not solely the responsibility of the Trainer. The success of training and it's impact on Learners development and performance is a shared responsibility between the Trainer, Learners, and the Organization. When all the three align you see learning outcomes in action.

If you are looking to create a culture of growth and learning in your organization we can help you create, curate, design and execute impactful learning journeys. feel free to DM me.