No it's not just a category in Wheel of Fortune.  It's an important way of evaluating a strategy.  When it comes to corporate training, companies spend over $100 billion around the world to improve corporate performance.  Most companies spend their greatest efforts developing and improving training content – where according to Mckinsey & Company – the emphasis should lie in the mindsets of participants entering the training – and the actions of the participants leaving the training.  In other words, the “before” and “after”.

Before The Training

The three main factors to consider before training are:

• Encourage people to WANT to learn:  Companies assume employees understand why they need to learn or improve upon a subject area.  This assumption is wrong.  Trainers must convince employees that acquiring new knowledge and skills will indeed help their productivity, outlook, and performance.  An effective way of ensuring a willingness to learn is to involve the participants in the areas of training.  Ask them - which areas within the company need improvement?   What would you like to see changed?  Are there suggestions on how to make these changes occur?  By crediting employees' suggestions and validating their concerns for the company – trainers will see a greater receptiveness to learning.   
• Squander the negative outlooks:  No matter how good the training may be – a great performance will not be executed if employees are hanging onto harmful mindsets.  For example, customer service will not be improved if representatives hold onto racial, gender, or age-related stereotypes.    Instead of focusing on the training content – trainers should first focus on generating a positive attitude and outlook of those participating.
• Make believers out of the leaders:  Get the leaders on board!  This may seem obvious, but unfortunately, it is not.  Many managers are in agreeance with training programs – but they rarely show support either physically or mentally.  There is great value in leaders physically presenting and relating to the training participants.  They should at least be involved in the design and delivery of the content.  A clear demonstration of leadership support is crucial when it comes to employees' attitudes toward training.

After the Training

After the training is simple – reinforce the new skills in a tactful manner and measure the impact so you know whether or not you've succeeded. 

Where WE fit in

On-the-go training like the 3Leaf Group audiobook library, e-learning courseware, and downloadable training materials should also follow this “before” and “after” scrutiny – but it may act as a better system than traditional training.  People naturally want to learn in an environment that is convenient and enjoyable for them.  These positive feelings contribute to a positive outlook and greater receptiveness to learning.  That's a win right there. 

Whatever your training style may be – focus on employees' attitude and outlook – specifically, the “before” and “after” for each training session.