Ask These Seven Key Questions Before Investing In Training Programs To Reap An ROI

Ideally, training at your company is a system that creates real long-term change rather than an event that makes people feel good and then is soon forgotten after the program concludes. In developing programs with clients to make a difference through training, Compassionate Leaders Circle has established an approach with two foundational models, The Donnellan Training Method and The 7Cs of Compassionate Training. Both will lead to an integrative training system rather than disparate training events.

Compassion is central to this approach and everything we do at Compassionate Leaders Circle. This proven methodology provides wisdom and science at our system’s core. Compassion leads to more interconnectedness and productivity. In an organizational context, compassion is defined as preventing or alleviating suffering.

Next, Discover: Learn to assess what works well and what could be better in the company or community you want to impact before you design your program. One way to do that is by looking at the culture through the Donnellan Culture Method. To determine an area where you want to make an impact, first look at your organization through the four lenses offered in this model:

Then, Design: Use the insights from the discovery phase and the 7Cs of Compassionate Training to develop programs that expertly lead to positive and sustainable change.

The 7C’s of Compassionate Training – Key Design Questions

1. Change: What are the desired, measurable, and sustainable outcomes this program will create? Answering this question will help you establish the scope and KPIs for the program. The results can be simple or complex, but remember that complexity will require more time in the discovery and design phases.

2. Curriculum: What frameworks are suitable for the desired outcomes? You can use existing frameworks or create your own.

3. Customization: What learning approaches suit the trainees and culture? You can offer programs through learning management systems, live online, live in-person or create a hybrid approach. Ideally, you will involve trainees in this process, so you are putting their needs first.

4. Coaching: How can remarkable conversations enhance learning? One-to-one or small group coaching can enhance the experience for trainees. For example, you can add one hour of focused one-to-one coaching after a group program to ensure traction after the program.

5. Contemplative Practice: How can slowing down and reflecting help create the desired change? Trainees’ brains will work better and learn more if you add mindfulness practice to the design. These practices can include journalling, being in nature or facilitating a guided visualization as part of the program.

6. Community: Who facilitates the learning process during and when the program is completed? In most of our programs, we pair people up as learning partners so they can develop deeper relationships and help keep each other accountable.

7. Continuous Improvement: What are the measurable results, and how can the process be improved for the next cohort? Administering pre- and post-assessments will allow you to measure the movement on the KPIs and ask for feedback on improving the program.

And Last Deliver: Balance preparedness with being present to be your best for your trainees. Once you deliver the program, you can begin another cycle of Discovery.

Applying both models to your next training initiative will create an effective, Compassionate Training program. Compassionate Training is an experience designed and led by a compassionate trainer that results in trainees learning something new, trusting themselves, and transforming.

Do you have an idea for a training program you want to deliver to your team members? Consider joining us for Train Lab launching on June 2^nd. You can apply here if you are intrigued by our approach and need support in making your idea a reality.