E-couragement: Training Programs Don't Work
“Knowledge is no longer power. Application is the new power.” Rich Schlentz
I’m at 33,000 feet passing over Memphis on the way to a connection in Atlanta. After four days in Anaheim at the National Speakers Association Convention my brain is saturated. I heard inspiring presenters, stretched my thinking, scribbled copious notes, and defined five key action steps for EXTRAordinary! Inc. All the while I reminded myself that these types of training programs don’t work. Yes, that’s correct. Whether they’re experienced at an annual convention, in a public class, or within your company, they don’t produce long-term results. That might seem like a curious, or perhaps fatal, comment coming from someone who earns his living within the training and development industry. Then what does work?
Ultimately the “quick-fix” training program or workshop isn’t successful. What I mean is that no training program actually produces change within you or your business. What does create change is a learning and development process rather than a one time program. My clients succeed in improving their business through developing their people because they understand this concept. They believe in, and invest in, a growth process for their teams. Here are several steps that make that process effective:
- Learn: Begin with a traditional learning experience or workshop. This can be done individually or in a group setting and should be delivered by an engaging facilitator with specific subject matter expertise.
- Practice: The difference between a hobby and a profession is practice. Information is useless without putting it to practice. Learning participants must have an opportunity right away to “try out” new techniques before they can become a skill.
- Coach: Practice does not make perfect. That’s why expert coaching is critical for a person to learn the most effective way to utilize a new tool or technique.
- Reinforce and Refresh: Nobody gets better in a day. On-going application with feedback and follow-up coaching is imperative for sustained long-term growth and development. Create a process where learners are held accountable to making application in the workplace.
Engaging cultures invest in growing their employees. In order for your people investment to pay dividends, replace training programs with a learning and development process. A workshop or one time program won’t deliver the prolonged results you’re after. Create a learning culture that includes cutting edge knowledge, practice, coaching, and application reinforcement. This will provide your people, and your organization, with the best return on investment possible. That’s smart business.
Leave your comments: What’s an effective learning and development process you’ve used to learn, apply, and master a new skill?