Training objectives are important for you and your participants. Several reasons suggest that it is essential to establish clear goals and to integrate goal-setting as a task for participants into the training. With your training objectives, you can set what will be covered in your training as a trainer or coach. These training goals convey to your participants what is expected of them and give them a clear picture of where the journey in your training is heading.
General training objectives, specific goals, and tasks
Training goals are better implemented when these goals are subdivided into overarching goals and specific goals. The overarching goals describe the training goal in general (for example, the goal: “Improve knowledge management”). Now the question arises for you as to how you want to design your training for your participants so that this goal is achieved after training. Several specific goals combine to form the overarching training goal. The tasks for your participants are derived from these specific goals.
With the help of these tasks, you develop the corresponding skills of your participants. When defining these tasks, ensure that they are SMART goals. That is, specific, measurable, attractive, realistic, and time-bound. Clear training goals are a great help for your participants. Participants know your training goal; they understand which tasks will come their way during the training and how the skills will be developed in the training.
If the training content and goal attainment are relevant and valuable, participants will be motivated to work on the tasks. Often, clients require an evaluation of the training. These specific training goals are ideal evaluation criteria. For example, you can report the results of your quiz questions on the learning level and indicate on the behavior level which tasks your participants have implemented.
Involving participants: Goal-setting as a task in training
Goal-setting is a crucial component for the transfer of training after the training. To support the transfer, it is helpful to use goal-setting as a training content. Ideally, you should have your participants formulate their own development goals in development tasks.
Questions of this kind can be the content of the development task:
What skills do I want to develop during the training period and the subsequent application phase?
Do I want to expand my knowledge of a specific topic?
Do I want to apply a skill regularly?
How will I ensure that I implement this goal even after the training?
What action intention statements can I formulate for my tasks?
If you incorporate this task into your training, ensure that these goals are formulated by the participants as SMART goals. Studies on goal-setting show that SMART goals are a good way to support training transfer. Moreover, SMART goals should be linked with action intention statements to increase the likelihood of implementation (more info on "Implementation Intentions" from Peter Gollwitzer).
Why it is important to document goal attainment and support it in the long term
The first step is accomplished when the goals are set. So far, so good, because this step is easy for most people. The challenge lies in consistently implementing the goals. To do this, we need to understand how our brain works:
Our brain likes rewards. And it likes them now, not later.
Starting is difficult for us because we have to bridge the gap between intention and action (intention-action gap).
If we have little self-control (for example, after a stressful day), it is harder to turn intentions into actions.
Uncertainty holds us back. We don’t know if our investment (effort, time, etc.) will pay off. The current state provides us with security. There is a lack of vision in the future.
There are various tools available to support the long-term implementation of goals. Changes are only noticeable after a longer period. However, since humans are great fans of short-term rewards, a conflict arises here. If you manage to turn documentation into a rewarding event, you can reinforce the documentation behavior. A positive cycle is created:
The goal for the day is achieved.
You enjoy making a mark on the calendar.
After a week, you look at the calendar and are pleased with several marks.
After the first repetitions, the first effects become noticeable.
Motivation increases additionally.
After many repetitions, habits form.
Show your participants simple ways to start with documentation. Emphasize that it is better to begin with one goal. Even the non-achievement of the goal should be documented. The more regular the documentation occurs, the faster it becomes a habit.
In the second part of this article series, I will introduce you to various tools for your participants. These tools will support your participants in achieving their goals. These include, for example, a pencil and a simple notepad, various smartphone apps, and your online support.
