The Training Cycle Model

Apply Learning

Learning is enhanced when delegates have time to reflect upon the training, and ideally time should be set-aside for this during the Preparation Stage.

A review of pre-training materials (notes, self-assessments etc) and training handouts assist the recognition of learning so far achieved, and any additional learning and developmental needs uncovered by the experience.

Ideally, delegates will be supported through this process during a Supervision Session and each can be facilitated in making specific commitments in order to bring about proposed changes.

This stage is crucial if any real change is to occur following the training event. Delegates need to be encouraged and supported in practicing new learning / skills / models etc. They need to be given the time, and opportunities, to put their learning into practice.

This is also an opportunity to celebrate new steps, insights and learning.

New learning most readily ‘sticks’, if applied immediately after the training.

Delegates should be empowered and enabled to step out of their comfort zones into an environment where mistakes are regarded as an essential part of the learning process; simply something to learn from.

Skilled, specific, feedback is invaluable during this process and encouragement to follow the model of:

You may want delegates to work in teams to plan and implement:

• Structural changes: Restructuring workplace or areas of the organisation to support implementation of new learning
• Process improvements: Policies, procedures and systems may be improved to support new learning

The organisation may implement reward systems to encourage the application of new learning. Consequences of non-compliance may also be considered / implemented.

Ideally, managers will be trained in how to support and reinforce the new learning in their staff. Guidance should be provided as a minimum.

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