The clue to effective training is to design it based on evidence, instead of on a recurring schedule of repetitive items. All industries are able to collect evidence, whether it is through a rather simple feedback system, or from data rising from a structured problem solving process.
In aviation, for instance, vast amounts of data are collected through a robust safety management system (SMS) which is implemented and is a core part of the industry´s identity. Safety and quality data can then be processed, and patterns can be identified. This is the pillar to evidence-based training: collecting evidence!
For training to be highly effective, it must be tailored; otherwise, it simply is generic training. In aviation, for example, the base for the continuous improvement process (CIP) is the thorough analysis of received reports through a Safety Management System, which is a highly valuable source of data as it is the crucial backbone of our structured problem solving process. In order to process data objectively, it must be deidentified; meaning that any information linking a report to an individual must be removed from the report at the first point of contact, after which data can be viewed objectively, focusing on WHAT happened, and not to WHO it happened. Analyzing multiple data inputs leads to the identification of trends.
How can I tailor training when I have numerous employees? The key is not to focus on specific events, but to focus on the underlying competencies that failed. By focusing training on developing competencies, you will better equip your team to deal with numerous scenarios; whereas if you train the specific scenarios that caused failure, you will be limiting the effectiveness of your training to the specific scenario, while leaving the development of the underlying failure of the competency unaddressed.
Unfortunately, professionals fail to perform adequately, not because of a lack of knowledge of a specific scenario, but due to an insufficient level of development in a professional competence. There is no such thing as bad performance, only insufficient training!
Does your organization have a clear set of professional competencies? Have you enlisted observable behaviors that can be used to identify competency? Do you use feedback data objectively to influence the design of your training; or are you bound to repetitive re-training schedules?
Evidence based training is a revolutionary and perhaps disruptive way of approaching training. Reach out to us for a consultation on how to implement EBT as a blended approach, ensuring compliance with current requirements your organization might have, while keeping at heart the principles of EBT, during a transition period where you can justify compliance through the EBT and SMS philosophies.
Reach out to us today and tell us about challenges you are facing at with your training.
Yours
Pablo Alvarez
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