This may be regarded as an oversimplification of the subject but for practical purposes it explains why we waste millions of dollars on ineffective training.
There are broadly two types of workplace learning. Cognitive learning which is the acquisition of knowledge and emotional learning which is the application of interpersonal skills. With cognitive learning we want the learner to be exposed to and store information to use at a later date. With emotional learning we are trying to persuade the learner to change their thinking and behaviour. Cognitive learning can be described as product knowledge, learning new software features, learning processes and procedures. Emotional learning includes leadership, selling, customer service and managing staff.
These two divisions do overlap but they require different techniques so that people can learn. Regrettably, we have used the same methods associated with cognitive learning to train people in all workplace training. The results of our emotional learning have been extremely poor and we have largely wasted our money in these areas.
Our methods have guaranteed low retention rates and little evidence of transfer of training into workplace behaviour. You cannot learn a practical skill like leadership in a classroom. We keep using methods that don’t work. Sending people on adventure courses is just as dumb. We know they don’t work. Leadership is learned and developed over a long period of time. It is not a training event. it is a learning process.
Consider the money spent on sales training with no effect, customer service is just the same. Unless we know how people learn, we cannot provide effective training.
Send me an email for a special report on learning and how you can improve your results. petermitchell23@gmail.com
This is a specialist area that sucks up so much time, effort and money. Sales training is a huge investment area. It’s time to ask questions. Are the traditional ways working? How large is the dropout rate? How much is this costing? Read more…
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When you think about purchasing or designing training for your potential leaders what do you consider? The cost of the training? How long it’s going to take? Value? Results? Ongoing development? Where it is going to take place? Any ancillary costs such as accommodation and travel? Follow-up coaching? You probably consider all these and many other aspects of the training. Read more…
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Very often an organization decides to improve their level of customer service, sales, supervision, leadership, emotional intelligence or some other facet of emotional competence. They go through a process of deciding who is going to deliver this training and the results they would like to see. They are aware of the need for the training and development and are prepared to invest in their staff. Frequently, they are disappointed with the results. The return on their investment has not been very high. They have spent a lot of money putting staff through a two-day program and there doesn’t appear to be a discernible difference. Read more…
This training course will be posted shortly. It sets up the learner for the lifetime learning experience that is leadership. You cannot learn leadership from a book, a training course in a classroom or an adventure program in the backwoods. Leadership is learned by doing things in the real working environment. No -one can predict the specific situations you are likely to face in these turbulent times and therefor the training must reflect how you are going to learn. Prior to this course, your learning strengths will be assessed so you can arrange the information in the way that suits you best.
The course lasts ten weeks and is available at $47 per week.
To pre-register please use the “Contact” tab and send us a message.
Firstly, start at the end. This may seem an odd approach. Bear with me as I explain what I mean. The most important thing about a training program is the result. Anyone who purchases training, should have a crystal clear vision of what they want to happen after the training has been completed.
Once you have worked out what you want to happen as a result of the training ask yourself this fundamental question. “Do I want my trainees to acquire knowledge or do I want my trainees to behave differently?” Now, you might find this question difficult to answer because you might say to yourself, “It’s not as clear-cut as that. I want my trainees to acquire some more knowledge and apply that in the workplace.” Okay, so you want them to learn more and then do things differently. Read more…