Eigentlich eine Selbstverständlichkeit. Training schafft Voraussetzungen, aber ob Lernende auch die gewünschten Kompetenzen entwickeln, kann nur die Praxis zeigen. Um so wichtiger, Training und Praxis zu verzahnen. Das Ganze wird auch gerne „Lerntransfer“ genannt. Marc Rosenberg spricht vom „value of post-training support“, und er zählt exemplarisch auf:

„- Getting front-line managers and supervisors involved in pro-active post training coaching.
– Enabling training participants to collaborate with each other through social networking and other means.
– Providing access to knowledge bases that contain valuable, accurate, rich, easy-to-find and easy-to-use information that supports workplace performance. This includes print and online documentation, presentations, best practices, and much, much more.
– Equipping workers with performance support tools (perhaps introduced in training) to make jobs easier and more productive.
– Redesigning the work itself to be more aligned with the processes and practices taught in training (or, redesigning the training to match the work; you’d be surprised how often this is overlooked), reducing any disconnect between the way things are taught and the way things are actually done.“
Marc Rosenberg, Learning Solutions Magazine, 11. Februar 2014

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