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Many organizations conduct training programs, only to observe small or diminishing returns on investment in those programs.  It is generally understood, by both training professionals and business managers, that training alone is seldom sufficient to improve on-the-job results.

There is a need to arrange conditions in the workplace to ensure application and maintenance of skills and knowledge learned during training or mentoring programs.

The Six Boxes Approach, and its plain English language and models, originated in this arena.  In the 1980's, we were engaged in designing and delivering training programs which, based on tests of skills and knowledge, were exceptionally successful. However, they were not always carried over into the job.  Using the Performance Chain to clearly define desired job performance, and applying the Six Boxes Model to communicate and plan with management how to align job conditions with new learning to support new work outputs, we were able to dramatically increase returns on investment in training programs.

The results of using The Six Boxes Approach for training program implementation include a shared understanding among managers and HRD professionals of how training fits into the overall mix of the performance system, and significant improvements in ROI and business results flowing from the integration of training and non-training programs and processes.

Participants in the Six Boxes Application Program often focus on training program implementation in their projects during the coaching portion of the program. And participants in Six Boxes Management Development learn to partner with training groups to improve the job performance of their employees.

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