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Development doesn't happen alone

The real success of a training course is visible in every day practice. Participants can be manically enthusiastic about a training course, but if they do not apply it, does the enthusiasm help? Research has shown four different factors that are crucial for the successful replication of learnt skills in the work environment, one of which is social support.

Support with behavioral development

Imagine that you are the manager of an employee, Monique, who is experiencing trouble with managing her time. She doesn't prioritize, doesn't meet deadlines, and her planning is often unrealistic.

What would you do? Would you send Monique on training? That's a great solution!

The question is: what do you and the rest of your team do in the mean time? As the manager and colleagues of Monique, you have a very important role to play in developing her time management. If you are not involved, it could be very difficult for her to:

  1. Really know which aspects you as manager/colleague struggle with.
  2. Learn new techniques and apply them to her daily work.
  3. Gather her courage and continue applying her new skills, after a relapse to old behaviors.

"Look who clearly went on a training course...!"

Recognize that? Someone finishes a training course and are bubbling over with enthusiasm, ambition and goals: "Now I am going to do everything different!" If Monique is anything like the most of us, she will probably also have this mindset after completion of a training course. However, without tje support from you and her colleagues, she will, in no time, fall back into her old rhythm and habits. Very little will be left of her newfound enthusiasm, ambitions and goals. And her time management, that will remain a problem for the remainder of her career.

But how then?

Behavioral change is the most effective with help from your environment. Not only does it help you gain perspective on your own blind spots, but it also informs you how your behavior is interpreted. It is also helpful to discuss the behavior that you want to change, when you are starting to make those changes. In this way your environment can support you, especially when you are experiencing challenges.

Naturally it will cost you some time, but it does help enhance the effect of the training course. Thus the question is, can this learning process with social support be any more effective and efficient?

The supporter tool

New Heroes has lowered the threshold of collaborative learning through the 'supporter tool'. In the training courses you have the option to include your environment, for example your supervisor and colleagues. But you can also invite your partner or your friends. From the platform, you can easily let them know that you have started, indicate what you need to achieve your goals, and request feedback on your learning journey's assignments and tasks.

Sharing is automatically incorporated in the learning process of the training courses. The supporters can give their feedback online, and whenever it suits them.

The first advantage is that an employee, like Monique, can work on her time management in collaboration with her colleagues and supervisor. The behavioral change will be immediately visible in her daily working practice. An added advantage is that the subject becomes easier to discuss. When Monique does forget to prioritize, or agrees to do something without thinking it through clearly, her colleagues will feel more comfortable in addressing the behavior.

Not only is this success good for Monique, but also for your entire team and the team's results. Now who doesn't want that?

Want to know more about the supporter tool?

Under frequently asked questions (FAQ) you will find the answers to the following questions.

  • What is a supporter?
  • Who can I ask to be my supporter?
  • How do I work with a supporter?
  • What can the supporter see?
  • Why would I invite a supporter?
  • My supporter isn't responding to my invitation.
  • Does a supporter need a New Heroes contract?

Have you been asked to become a supporter? You can find answers to your questions here.

You can also contact us.

 

 

¹ Bron: Botke, J. A., Jansen, P. G., Khapova, S. N., & Tims, M. (2018). Work factors influencing the transfer stages of soft skills training: A literature review. Educational Research Review, 24, 130–147. https://doi.org/10.1016/j.edurev.2018.04.001

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