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How do you know whether or not your training module is working?

Once you have started to deliver your training module, how do you know that it is going to plan?
To some extent it does depend on the type of training that you are delivering and on the content, objectives and delivery style that you are adopting. THis also assumes that you start off with a plan in the first place!
If it is a knowledge or technique based module and the objective is to get across a specific set of information or a specific technical skill then there are a number of ways of establishing whether or not the participants are acquiring the knowledge or technique as your module progresses. There is usually a specific course plan with clear learning points that can be checked on from each part of this type of training. It is also usually quite clear whether or not a person has acquired the knowledge or technique that you are trying to impart. You might of course leave the final assessment of the success of the learners right until the end of the training module or day by using an end of course test or observation of the technique being put into practice by the learners. This is somewhat risky and puts all of the onus on this final few minutes of the course. I prefer to check how participants are learning as the module progresses by asking them questions. observing there ability to demonstrate a grasp of the technique or parts of it as the day progresses. I also observe how comfortable people are with the concepts that I am endeavouring to put across and also guage their retention and understanding by listening to the nature of their conversations with each other and by encouraging them to ask questions of me as the day develops. The nature of the questions that learners ask us as trainers is often a good guide to how well they understand what we are trying to get across to them.
If I am delivering a more behavioural, skill or attitude based module or delivering or facilitating a leadership or team based module then the keys to understanding how well the course is working are more complex and often more indirect. I will probably employ the same sorts of observation and questioning techniques that I have described for a knowledge or technique bsed module above - but I may use these more frequently and also ask for some specific feedback about how the module is going for them at key breaks during the day - with a view to being flexible and making any necessary adjustments that I feel are appropriate. I may ask individuals for their thoughts and feelings during the breaks - especially any people that appear to be struggling.
I will also often check in with the participants right at the start of the module what their objectives are for the day and invite them to add to or modify the stated objectives that I have been provided with in advance. I will often use my own intuition to check on how I think and feel the module is going.
When I come to the end of the module I will ask for direct feedback from participants about how the day(s) have been for them and for them to comment on how well the original objectives have been met. I also give them all a feedback sheet to complete which although I am aware of the "happy sheet - halo effect" I also believe that these forms give me some good feedback data abou how the day has gone.
Obviously the acid test for a training module is whether or not it has any lasting effect on the knowledge. technique, skill, attitudes or behaviours of the participant back in the workplace. We will look at the significance of this in a later article.