In increasing individual
effectiveness and group performance, the key is not further skill
training, but targeted learning opportunities with specific practical
outlines. The long term effectiveness of short term training has been
rightly questioned, but opportunities for increasing ongoing learning can
be proven to be invaluable.
A few facts about how and why people learn
Individuals need to be motivated to learn.
Learning can only be truly effective in the long
term if there is a personal experience. That experience has to be powerful and convincing
if there is to be change.
Learning involves moving individuals towards a higher state of
awareness, further along the line of understanding themselves and their
relationship with others and their world.
Learning must be a process of self discovery, the
teacher / trainer / facilitator's job is not only to provide information, but
also the best the environment and stimuli for learning.
It is unrealistic to expect to
permanently change a person's mindset, belief system, and mental maps in a short period of
time after lifelong shaping. But change can be facilitated more
effectively under these conditions, and experiential learning expedites
Training is a method, learning is a
A few facts about the cost of
Studies have shown that many training programs are
not cost effective, as tangible results are hard to measure.
Many training programs are not designed or run by
people who have an educational background, and therefore
the content and methods are not necessarily effectively matched to the outcomes.
Companies have unrealistic expectations
about what they can achieve given the budget, time, trainer, participants,
prior attitude and environment.
With rapidly increasing globalisation, an understanding of
cultural differences is vital to ensure we can work effectively together.
the most intelligent people, if they are socially and emotionally
incompetent or culturally unaware, can be
ineffective in their work if they ignore these important facets of
Learning can be ineffective if both the trainer
and the program participants are unaware of their learning styles. (more)
A few facts about designing the perfect program:
Programs that aim to provide pure fun can still achieve outcomes such
as building higher morale and networking, but they may miss out on
some of the ideal learning opportunities.
Programs that focus on serious content without
providing a stimulating environment for learning risk a loss of
motivation and poor retention.
The appropriate combination of a stimulating
approach and intelligent content can lead to a dynamic learning experience that will move
people in a positive direction, closer to achieving the desired outcomes.
In all programs fun and learning both need to be
justified to guarantee success. (more about
Tirian's 3D integrated approach)
put a price on this?
Senge says, "In the long run your only sustainable
source of competitive advantage is
your organisation’s ability to learn faster than the
is not uncommon to hear managers say that they can't afford training
need to deal with immediate crises and ongoing circumstances.
After reading some of the latest international statistics and
hearing some of the problems faced by organisations,
I wonder whether the statement should be turned around and rephrased
as, "Can I afford to not adequately train my staff?"
A CASE STUDY
"At the end of a study in EQ, Cannon's
team compared the sales results of two groups: Nearly 90% of those
who took training in EQ reported significant improvements in their
sales performance. Advisers, in short, had become more
emotionally competent. This added tens of millions of dollars in
revenues." (Fast Company 0600)
"Most people in organisations are so preoccupied with 'urgent'
matters that there is very little time for the 'important' matters.
There always seems to be a problem to solve. By the time an
organisation is forced to look for opportunities it has probably
already lost its best people, its market share, and its morale.
Motorola's CEO says, "If knowledge is becoming antiquated at a
faster rate, we have no choice but to spend on education. How can
that not be a competitive weapon?"
What's the difference between Keynote Speakers, Facilitators, and
Trainers. What is debriefing? How do people learn? What is the difference
between a good and great teacher?
Measuring Value -
be the judge!… Too often people measure training and development in
terms of hours spent in courses. It is much more helpful to weigh the
costs against the outcomes, rather than the process. Our
program participants made the comments below after 4 – 48 hours of
about Tirian programs
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by Andrew Grant