{"id":3837,"date":"2025-07-08T15:57:51","date_gmt":"2025-07-08T15:57:51","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=3837"},"modified":"2025-07-08T15:57:51","modified_gmt":"2025-07-08T15:57:51","slug":"connect-the-dots-from-training-to-learning","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/connect-the-dots-from-training-to-learning\/","title":{"rendered":"Connect the Dots from Training to Learning"},"content":{"rendered":"

By Daniel Butcher<\/a><\/p>\n

Employee training is most effective when leaders and trainers integrate and reinforce learning objectives and key concepts throughout sessions and encourage participants to apply the new knowledge in their roles.<\/p>\n

Academy of Management Scholar Quinetta Roberson<\/a> of Michigan State University said that pre- and post-training elements are just as important as the training session itself.<\/p>\n

\u201cWe talk about letting people set their own goals like, \u2018This is what I want to get out of the training\u2019 or \u2018This is how I want to progress through it,\u2019 because that\u2019s part of that act of learning and being personally responsible in the training,\u201d Roberson said.\u201cIn the post-training environment, what happens a lot is that people who were in diversity training are excited\u2014\u2018I learned this, and I met some cool people,\u2019 etc.<\/p>\n

\u201cBut the manager says, \u2018I need you to do XYZ; get back to work\u2014I missed you for this time you were gone,\u2019 and so work piles up and they’re expected to jump right back into work and so don\u2019t have an opportunity to apply what they\u2019ve learned,\u201d she said.
\n\u201cSo having managers or leaders who actually work with their employees to set goals for how they\u2019re going to use their training in their job or building some of those into their performance evaluation help employees to feel that it\u2019s not just something they went through that was a waste of time.\u201d<\/p>\n

Giving participants the opportunity to share and actually have responsibility for sharing, such as a train-the-trainer feedback forum and asking people to share what they\u2019ve learned with colleagues and be subject-matter experts on something that was covered during the training session is a best practice, Roberson said.<\/p>\n

\u201cThose kinds of things at least make sure that what they learned in the training is not forgotten and tossed to the side but rather it\u2019s actually pulled into their work,\u201d she said. \u201cAnd it helps the employees make the connection between what they learned in the training and what they actually have to do in the work environment.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

By Daniel Butcher Employee training is most effective when leaders and trainers integrate and reinforce learning objectives and key concepts throughout sessions and encourage participants to apply the new knowledge in their roles. Academy of Management Scholar Quinetta Roberson of Michigan State University said that pre- and post-training elements are just as important as the […]<\/p>\n","protected":false},"author":4,"featured_media":4533,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[26,60,72,74],"tags":[],"sp_smart_badges":[],"ppma_author":[70],"class_list":["post-3837","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-social-responsibility","category-diversity","category-ethics","category-hr"],"acf":[],"yoast_head":"\nConnect the Dots from Training to Learning - Academy of Management Today<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aom.org\/today\/connect-the-dots-from-training-to-learning\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Daniel Butcher\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/\"},\"author\":{\"name\":\"Daniel Butcher\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/d1297a59039d9ca7bac9d9f0952e508c\"},\"headline\":\"Connect the Dots from Training to Learning\",\"datePublished\":\"2025-07-08T15:57:51+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/\"},\"wordCount\":357,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/asking-questions.jpg\",\"articleSection\":[\"CORPORATE SOCIAL RESPONSIBILITY\",\"DIVERSITY\",\"ETHICS\",\"HR\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/connect-the-dots-from-training-to-learning\\\/\",\"name\":\"Connect the Dots from Training to Learning - 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Academy of Management Scholar Quinetta Roberson of Michigan State University said that pre- and post-training elements are just as important as the…","_links":{"self":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/3837","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/comments?post=3837"}],"version-history":[{"count":0,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/3837\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media\/4533"}],"wp:attachment":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media?parent=3837"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/categories?post=3837"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/tags?post=3837"},{"taxonomy":"sp_smart_badges","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/sp_smart_badges?post=3837"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/ppma_author?post=3837"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}