This cycle repeats itself as many times as necessary to meet a goal.
Lets break each component down:
Define the Goal(training objective)- This is where we begin our design and execution cycle, by defining what our goal is. This isn't always completely under our control, as those of you with specific mission know. Your mission may define your goal. Some considerations in defining a training goal:
Mission requirements
Personal requirements (competetive goal)
Time (that we have available to meet the goal)
Resources (financial, or logistical issues that may impact our goal)
TIP: I highly recommned projecting a training YIS (year in sight) of all of your goals or objectives. This will allow you to "tie" your training sessions together and have some relatively intelligennt flow to the process. It will allow a team that goes through training cycles to view and plan for their entire year in advance. Click here to view my 2008 YIS/Training Plan.
Needs Analysis- This is where we get very specific about our target goal. We will refine, or possibly re-define our goal in this step (if our initial goal is flawed) The detailed steps to this process are:
Current Skills Assessment (one part of figuring out where you are going is to first find out where you are)
Set a target date for the first performance measurement
Set the specific standards of performance (how will we judge our training program sucess)
List the available resources (ammunition, money, training tools, etc.)
Restate or Redefine the goal based on an objective view of the 1-4 above.
Example Goal Statement: Train 35 officers with no firearm skill to perform 90% or better on the current state qualification test by December 01, 2007.
Program Design- Now that we have analyzed and clearly stated our training goal, we will begin to design a program to meet our objectives. The steps to program design are:
Plot our time factors (set deadline on a calendar, and count the hours, days, or weeks we have to meet our goal)
List the skills and subskills that are needed to reach our goal.
List the critcal components of each skill (the things that will make the technique right or wrong)
List the time each skill will take to teach/train (estimated). To assist in figuring this out see: How our brain learns .
Now plot the individual training blocks using a building block approach on the training dates/times defined above.
Program Execution- We have designed our training, and now it is time to execute our program. This is the critical step in the process, and the following must be observed:
Execution must be perfect in order for us to recieve the proper training benefit. See the execution page for more details.
Measure Performance- This is where we assess whether or not our training blocks are effective or not. Ineffective design, and execution of a training program will always show up here. One of two things will happen here:
Fail to meet performance objectives-modify the design or execution of the training program
Meet performance objectives-begin the cycle over
Redefine or set new goals and begin the cycle over.
