I’ll never forget the time I heard Elliot Masie, the man who coined the term “eLearning," discuss how learning and development professionals measure training. He said something to the effect of, “We might as well ask participants to step on a scale before they enter the training room. Then, each quarter, we can say we trained over 40 thousand pounds of participants.”
His point was that the way we traditionally measure training is useless. It’s typically measured in terms of number of participants who attended or even better, their level of entertainment during class. What’s completely missing is how much they’re learning and if they’re able to apply their learning. Isn’t that the point?
To build successful training, we continuously discover what leads to the best outcomes and tweak our programs accordingly. Here are a few tips to apply in ANY of your training programs:
The truth is, traditional training (e.g. attend a 1-2 day course) is simple and requires a low level of effort. However, if you are really invested in sustainable learning for your employees, you’ll need to rethink the Level of Effort (LOE) required for your trainers.
The shift that we’re seeing in companies is they’re moving from:
We’re curious to know how training is shifting in your organization. Let us know what’s working and what’s not. We invite you to join us on our quest to re-invent training for organizations.