Janet Lentz
139 Posts

My employers invested quite a lot of money in my training, from quality standards to soft skills to leadership.

Not once did anyone check to make sure I actually learned anything from the training.

And without the opportunity to actually apply what I learned, there was no guarantee it ever translated into knowledge.

Some of it stuck. Some of it was a huge waste of time and money due to lack of follow up or opportunity.

Training is important, but it’s what you do with it that counts.

If you send someone for training, what is the expectation of what they will do differently?

How will you verify they learned something?

How will they be given the opportunity to apply what they’ve learned?

How often will you follow up to make sure they are using their new knowledge?

Training isn’t the end. It’s just one stage in a long evolution.

3 Replies
Anish Shah
5 Posts


Happy New Year, and you bring up interesting as well as intriguing questions.

I was once informed to follow "The Kirkpatrick Model" but then that has its limitations since the student is not always made aware of the process. If HR/HM is considering training as a mere check mark and so is the recipient then we have a different problem to deal with.

My firm belief is that internal as well as external AUDITORS should probe "training effectiveness" more frequently. If training is NOT effective in an organization, does that lead us to believe that adhering to a registered or certified QMS/MMS might be not as stringent as it would seem on a piece of paper. And then only one can talk about "Quality"!

I would welcome comments from others and you.


Jay Arthur
30 Posts

@Janet Lentz
There's a phrase I hear from Lean Six Sigma Trainers: “One and done.”

By this, they mean that students attend training to get their belt, do one project and never do another one.

I think a good question would be: “You've done it once, can you do it over and over again?”

Do you just want a belt? Or do you want to make a difference?

For me, the answer is simple.

James Dent
9 Posts

@Janet Lentz. Did you request the training or did your employee request you take the training? Also, are you sure your employer is not expecting you to take control and find ways to use and practice what you learned in the training? The company's culture might be relying on you to make use of and find ways to apply the training.