I was intrigued by one of Roger's recent posts about corporate training and it's ineffectiveness. He claims to have been one of those guys that tried to cram too much information onto a PowerPoint slide show and made people suffer through the "training." I can relate because I've been that guy too.
Roger's call to action is for a better approach to training. I'd like to add to Roger's call with a few of my own questions people should ask.
1. Is training the solution to my problem?
Check out Gilbert's Behavior Engineering Model to learn more about the 6 factors of influence that affect a person's performance. We've learned in other classes that training is only the solution for one of the factors: Skills & Knowledge. The other influences need to be addressed by other solutions such as better resources or leader accountability.
2. How should I offer training?
According to the following article there are 3 levels of skills & knowledge that we can expect from learners following training. Depending on the level you want, determines the appropriate method of delivery for training. According to the referenced Dopler Decision Matrix there's a range of acceptability for the proper combination of level and method. A mismatch and the training is either ineffective or inefficient.
3. How do I make the training stick?
Finally, here are some websites to check out about enabling the transfer of training.
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