Stop Wasting Your Money

If this is a description of your Training & Development effort, stop wasting your precious budget dollars. This type of training is just as effective at solving a problem as giving someone a book or pamphlet to read.

We pretend that changing the behavior that is identified as the problem or the cause of it, is about the "knowing." That is, if someone knows enough - has enough information - the problem will be solved. If that were the case then health related issues such as obesity would vanish. Because most of us know that being overweight has many negative effects on our overall health. However, as a population, we continue to have lots of obesity.

Top 2 Reasons Training Fails

There are two fundamental reasons training is often a bust. First, training aimed at solving a problem is usually directed toward the outcome of the problem, the SYMPTOM - weight in the case of obesity - not the underlying systemic factors that are coming together (too much food, too little exercise) to produce the obesity - the problem.

Second, if training is focused on imparting information (i.e. primarily talking), it will always fall short of producing the long-term behavioral change required to achieve the desired results. Training fails when we do not have a way for participants to test, practice and transfer what they have heard in the classroom to their roles on the job.

Show and Tell - How to Make Training Work

Training that works follows a 4-step learning model: Participate - Study - Review - Apply. The learning model appeals to the way adults learn: understanding, doing and getting feedback on results - and doing again! We call this the Applied Action Learning model.

We have found that the best way to enhance skill transfer is to incorporate Action Learning components into training. The goal of Action Learning is to create opportunities for participants to apply what they are learning in a context that mirrors their real work environment. Skill transfer is effectively made through the use of Action Implementation Assignments that typically occur after a training session.

Having an intact work group do real work under the banner of training fosters a foundation of teamwork. It helps to reinforce the attitudes and behaviors required to facilitate teamwork and communication.

This unique approach ensures that the issues participants need to address to achieve specific outcomes- such as solving a vexing organizational problem - receive attention in the training as a live case study.

Showing participants how to apply new learning to real work situations is the basis of Action Learning.

Real work examples personalize learning for each participant and increase the skills transfer to their work environment - which is especially important in an enterprise-wide change initiative or any problem-solving effort.

6 Key Benefits of an Action Learning Training Model:

1. Leverages participant learning in situations that are near and dear to them
2. Builds a sense of shared experience and language around the tools and methodology
3. Develops an understanding of the forces impacting the organization that create the need for change and teamwork
4. Provides a safe environment for experimentation and failure
5. Ensures that learning is being applied and tested in solving team problems as it is being acquired -- the preferred method for adult learners
6. Develops relationships that improve communication, commitment and productivity.

Conclusion

Industry research and our own experience have shown how critical it is to design and deliver training using the Action Learning model.

In addition to being the right thing for adult learners, it also makes the most sense in a time of tight budgets. Who better to work on the issues that will help your organization get through this crappy economy and achieve sustainable success than your people?

So, get the coffee and start the training....

Article by Paul Plotczyk, and courtesy of Work Systems Affiliates