1. Make clear connections to the company’s vision, strategy and objectives (current and future business challenges).
2. Make clear connections to company systems (such as training support systems).
3. Make clear connections to daily concrete problems and challenges (people learn if they have actual needs).
4. Training in original working teams is more effective than ad hoc teams (individual learning + team learning + organisational learning).
5. Concentrate on competence, not only on awareness level.
6. Follow the training investment and assess the pay-back time.
7. Perform evaluation at all levels. Did they like it? Did they learn? Did they use it? Did it produce ROI?
8. Do not forget the transformation process (learning experiences x work environment = results).
9. Offer less traditional training, more on-the-job learning.
10. Offer “just in time” (JIT) training.
