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If training is a “check in the box” for you, then you can ignore this blog. I am guessing with the current economic situation, ROI will be required (even demanded) for all training investments.

In the preparation and execution phases, you set the stage by defining success criteria and by making changes in knowledge and skill levels. Hopefully you sent the message, “We will be watching you because we want you to be successful. If you need help, we are here to provide it. If you need to be ‘nudged’ to improve, we will do that as well.”

Regressions to old behaviors or inconsistent application of desired behaviors are symptoms that need to be watched. How people interact and communicate in the workplace provides hard-to-avoid signals and pressures to conform. What the executives are saying is the policy, not what is written in documents and slides. Keeping the “saying” and “doing” aligned and consistent will automatically drive the right behavior. People tend to cope with inconsistency by doing their best, this often makes things worse, because now everyone is pushing in a different direction and creating conflict.

Organize follow up huddles to debrief and course correct. Ask for suggestions at the policy and business process levels. Make changes to systems if that is a roadblock. Asking someone how they are doing every couple of months will let them know someone is watching. More important, someone cares!

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If the preparation is done well, you will be off to a strong start on your leadership training. The execution phase of the training will translate your plans into reality. The two sticks and two carrots that can help you are described below.

Attendance and participation is the big item to watch. If people don’t show up in body, mind, and spirit, then benefits will be delayed or compromised. Guard the participant’s schedule and fend off any interruption that is not business critical. Even if they are business critical, request, warn, and cajole the participant’s supervisors to join you in this effort.

Completion of assignments and bringing about changes in behavior is the next big item to watch. If participants are lapsing back to their old behaviors, then troubleshoot and course correct right away.

Make each session memorable and rewarding. The room should be comfortable, without distraction. Capture action items and follow up. You can mine gold in the form of suggestions due to the open discussions that is likely to take place.

Finally, get the supervisors of the participants to observe the changes in behaviors and praise the positive changes. There is no substitute to the personal touch provided by the boss.