Why Training Alone Doesn’t Work

Why Training Alone Doesn’t Work

So, were you wondering ‘what is he talking about’?

If you’ve been involved in the learning and development sector for any part of your professional career – I’d suggest that’s exactly what you might have thought!

Over the last 15 years in the training and development sector, we’ve built a pretty good picture of what works and what doesn’t work when it comes to workforce development. Programs over recent years have highlighted the need for a consolidated approach to workforce development, one that brings a suite of distinctive elements to impact on the success of organisations as they move through significant internal and external challenges to their operations.

What do the facts tell us?

  • Statistics tells us that there is often only 20-30% retention of knowledge one month after delivery of structured training.
  • The support needed to apply newly learned skills back in the workplace is not managed effectively
  • The choice of learning & development topics and themes is reactive
  • There is often little or no measurement of the ROI (Return on investment) for training investment.

As many sector’s are coping with rapid & significant discontinuous change, we’ve noticed an increase of both downward & upward pressure that is impacting the role frontline leaders (the target group we work with with most of our programs). Developing this level of leader within your organisation can have a transformational impact on your workforce development and your overall success.

Both Stephen and I have worked as school teachers in a past life – and understand the value of developing good curriculum and applying rigorous pedagogy in our practices. We’ve both identified a growing trend in Tasmania’s ‘training sector’ when it comes to the delivery of learning and development programs.

Trend you ask … what trend?

Training is not as simple as telling people what they need to do….

  • Training is about showing.
  • Often it is a sharing process with a group of people that allows them to learn new skills. Training allows us to show others what they need to do – and how to do it. It is about providing a set of skills and a process to create a behavioural change across a broader group of people.
  • Training allows others to take these ideas and implement them step by step in the pursuit of a better outcome.
  • Our approach to training delivery ensures participants enthusiastically apply what has been taught – resulting in targets being surpassed, people being unified and results being amplified across a group of people who are now more aware of the critical factors leading to their success or failure!

As the model demonstrates, there is much more to simply imparting knowledge to people and hoping they put it into practice!
See the post on become Creating a Learning Culture for more ideas of effective training delivery.