Heart of a Champion

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Implementation Model

Our goal is to ensure that every organization implementing the Heart of a Champion Character Development program sees noticeable changes in behavior while producing a measurable impact on individual and organizational performance. Further, we want the individual participant to be highly motivated to learn and more importantly frequently apply the principles and techniques of the program at work, at home, and in their community. Finally, it is critical that leadership (at all organizational levels) supports the program before, during, and after the training so that each client realizes that highest possible level of adoption.

The foundation of our implementation approach is based on the critically acclaimed book Transfer of Training, 1992, by Broad and Newstrom. In this book, they prioritize the roles of the manager, the participant, and the trainer as it relates to the transfer of training to everyday use. The matrix below represents their findings:

	Before	During	After
Trainer	2	4	9
Participant	7	5	6
Manager	1	8	3

As indicated above, the manager involvement before the training is the most important factor leading to the transfer of learning to the job and their role after the training is the 3rd most important factor. Well prepared trainers, who are capable of tailoring their delivery to the unique needs of their participants, also play a crucial role. The Heart of a Champion recommends a comprehensive implementation plan that considers the importance of all three roles before, during, and after the training. Guidelines and critical activities are described below:

Heart of a Champion Implementation Activities

Role	Before Training Activities	During Training Activities	After Training Activities
Trainer	Instructor certification Meeting with managers and selected participants to understand their objectives, challenges as it relates to the character value to be trained. Review assessment results Manage learning logistics and schedule (order materials, launch e-learning, schedule workshops, build project plan)	Tailor delivery to the needs of participants – strive to make the content relevant to them (examples and anecdotes from their world) Know how every participant is measured and how the content addresses the organizational challenges and needs. Adhere to the Social Emotional Learning framework which is the basis of our instructional design	Follow up with participants to express your ongoing support and interest in their development Review participant feedback, reflect on your own performance, and document ways you could improve Send your feedback forms to Heart of a Champion along with your suggestions for improvement.
Participant	Complete personal assessment and commit time to learn and follow through.	Stay in the moment and actively participate. Be there, follow through on commitments, lead by example with your participation. Challenge yourself to apply what you are learning to the issues you face everyday Collaborate with colleagues in the form of questions or positive feedback	Immediate application – look for ways to apply what you learned right now. Statistics say you will forget more than 80% of what was learned in 90 days without immediate application. Frequent reflection – consider keeping a journal or setting up time each day to reflect for a moment or two on how you applied what you learned. Collegial Coaching – find someone you trust at the peer level that you can discuss and review with each other your progress/learning.
Managers/Leaders	Agree on leading and lagging indicators of success. Position the assessment and importance of completion to every participant. Predispose the organization and the individuals regarding the vision for the training, their objectives & measures of success, their expectations for participation, and their support post-training.	Emphasize that the learning is a priority by removing distractions and allowing participants to focus on learning (they need time to do this) Ask them for their feedback on the learning and how they will apply the principles at work If participating, lead by example by being prompt, engaged, and supportive	Immediately seek feedback and a commitment to ongoing application from each person Provide balanced, objective, specific, supportive feedback on how they are applying what they are learning Position the measurement and post-assessment with each team member Recognize short term success – celebrate publicly