The PEAR Approach to Training
We've known for a long time that simply attending a training course is not enough to make a difference at work. Participants need to start the learning cycle before attending a workshop, and they also need to be supported after a workshop to apply what they've learned.
We know that if the support isn’t there for participants to apply what they’ve learned, there is very little chance of any good outcome from the investment in training. And turning learning into action is what training should be about – not just about a pleasant experience at the workshop, a nice lunch and the chance to escape from the workplace.
Our way of connecting all the dots is what we call the PEAR approach:
- Preparatory work by participants:
Prior to the workshop, participants will complete a small task to start the learning process and to prepare them for the workshop.
- Experiential workshop:
Our presenter will deliver an experiential workshop, which will expose participants to new tools and methods to be applied at work. The workshop will be supplemented by a workshop manual for future reference.
- Application of learning:
Participants will use our Workplace Application Tool during the workshop to PLAN for the application of new learning at work. They will then complete the application cycle back at work by SHARING and IMPLEMENTING their plan, then RECORDING and EVALUATING what happened.
Participants will complete an end-of-workshop evaluation as to their level of satisfaction and their commitment to apply what they have learned (Kirkpatrick Levels 1, 2 and predictive 3), with summarised results reported to their organisation.They will also complete an on-line review one month after the workshop as an opportunity for reflection, to evaluate individual learning and its application at work (Kirkpatrick levels 2 and 3), and to support the organisation’s evaluation of value (Kirkpatrick level 4), with results reported to the organisation.
With this holistic approach to the delivery of training, we know that participants have the best chance of applying what they’ve learned and for developing a reflective practice habit that is important for their on-going development.
This approach in turn provides the best chance of positive outcomes for organisations who invest in training, particularly when it is customised and delivered in-house with clearly established business outcomes up front.