Training is most effective when it has the full support and commitment of management. That way the right people attend, time and resource allocations are sufficient, managers follow-up and reward new behaviors, and training objectives support actual work practices. Applying four or more of the following actions will result in a greater reward for your training efforts.

1. Start at the Top: Link Training to the Business Plan
2. Conduct a Needs Analysis for each Employee: Involve Participant’s Manager
3. Report the Results: Give Managers Three Priority Recommendations
4. Brief the Manager: Gain Commitment and Agreement
5. Bring the Workplace into the Workshop: Real Situations
6. Use Managers as Co-Instructors: Practitioner Point of View for Content vs. Process
7. Take Workshop Back to the Workplace: Use Action Planning
8. Schedule Alumni Day: Accountability of Each Participant
9. Write Your Success Story: Internal/External Distribution
10. Do a Cost/Benefit Analysis: Training Doesn’t Cost . . . it Pays