A 2016 HBR study claims, companies spend enormous amounts of money on employee learning and development — $160 billion in the United States and close to $356 billion globally in 2015 alone — but fail to garner a decent return on their investment. Some believe that learning doesn’t lead to better organizational performance, because people soon revert to their old ways of doing things.
Reason? Despite having the power to pause, reassess, change decisions and act, most L&D interactions become a one-time activity. There is no mechanism in place to help employees apply the learning at workplace.
It is our observation that at the end of a learning intervention, employees are asked to prepare a basic action plan based on their understanding. However, it ends right there! Employees are left wondering how they may apply their newfound knowledge on the job. Action plans adorn clipboards for a while before being lost in the cavernous depths of desk drawers. Organizational objectives are thus left unrealized. A dead learning investment and a costly lost opportunity.
EWC’s Implementation coaching helps employees
- Develop a robust action plan
- On board and share their action plans with their reporting manager and seek support
- Take accountability and responsibility for action
- Implement the action plan – Bias for action
- Track & realize the benefits of changed action/ behavior
High quality implementation along with a supportive organizational feedback system is critical to effective and sustained progress. Many organizations find that targeted implementation coaching motivates individuals and strengthens their performance.
Contact us for a FREE Consultation to see if Implementation Coaching is the right fit for your team.
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