The way we approach training is changing radically. From classrooms to simulations, self-learn and virtual learning; we are transitioning from one methodology to another every other day.
The effectiveness of the method depends on the objective of the training. All training, especially organisational training is not just for knowledge addition but to use knowledge to change behaviour. It is not knowledge that changes our lives but behaviour that is formed using it.
Organisation’s results depend on employees displaying the desired behaviours that help resolve challenges.
But most training programs follow the ‘teach’ method which we are usually exposed to in schools, focusing only on delivering knowledge with almost no mechanism to help translate this knowledge into behaviour.
Behaviours are formed only when we implement the knowledge, not just in simulated environments but more importantly when we practice it in real environments helping us contextualise responses and more critically, overcome our fear and resistance.
Significantly, most trainings have no mechanism to measure the change in behaviour after the program nor correlate the impact of the program on the business results.
It’s quite likely that money thus invested goes down the drain and is probably the biggest reason as to why training is looked at as a tick-mark / calendarized activity. Therefore, training is among the first to be cut during downturns. The reason is very simple, a business expects a return for every penny it spends, when there is no tangible return from training, “Why spend! Let’s save on unproductive expenses during a downturn”, becomes a strong argument to downsize training effort.
The other school of thought is to invest in digital learning; Self-learn, E-learn & Simulations are seen as the saviours of cost and time!
However, E-learn & Simulation comes short on learning efficacy as they don’t factor in or handle a key part of us as humans
- We are low on initiative especially on something which apparently offers no tangible result, atleast in the near-term
- We are designed to copy. We learn by copying from our environment. Learning means the ability to display desired behaviour – where are we going to copy behaviour from in a virtual / digital environment
- We have high levels of fear and unless we overcome it, behaviour is not going to be reformed.
Thankfully, nature, through evolution, has given us a solution to this problem: The social nature of Humans.
We overcome our fear and build behaviour through social interactions, helping us build the capacity for contextualised behavioural responses.
The challenge for organisational learning effort is – using evolution to form desired organisational behaviours through a ‘training’ program.
How do we transform training, which is a cognitive process, into learning, which is a biological process?
Since learning signifies an ability to respond to stimuli – not just being aware of the stimuli or knowing how to respond but to use that knowledge to actually respond as desired and whenever required.
A response replicated multiple times results in your body becoming comfortable with that kind of response from you. It’s like driving; getting to know how to drive– recollecting the transformation in your body’s comfort to the complexities of gear, brake, clutch, accelerator, steering, rear view mirror etc. and then becoming conversant with it.
This consistently replicated response is what we call behaviour.
Organisations require not just any behaviour, but desired behaviours. Behaviours which help resolve organisational challenges of
• Attrition
• Productivity
• Conflict
• Communication
• Performance
So, in the current circumstances,
• How do we make learning social?
• How do we transfer ownership of learning from the L&D function to the learner and their manager?
• How do we build behaviours that impact business results?
• How do we correlate learning impact on business results?
One proven method of achieving the required efficacy is Facilitator Led Learning, however, it might not always be a feasible option if budgets and time are limited. A work around which is reasonably effective in terms of outcomes, budgets, time, and learner engagement is Hybrid E-Learn.
These are learning processes where learners go through self-paced learning, are complemented by interactions with facilitators and also integrated with workplace applications and assessments. This method will not just be cost and time effective but will also ensure higher learner engagement, retention and application rates, as it leverages advantages of Facilitator led learning and traditional E-Learn.
Finally, helping us to answer,
How do we move from Knowledge to Impact?
We are IPA Enablers, we focus on augmenting YOUR effectiveness.
We work with
- Organisations to enhance the effectiveness of their human capital and
- Educational institutions to enhance the employability of their students
IPA Enablers
From Knowledge to Impact
We are Enablers of:
• Business result oriented behavioural & leadership learning
• Frameworks for applying concepts@work
• Learning quality & skill uptake assessment
• Measurable behaviour change
• RoI for the learning program
• Global delivery in leading languages
Talk to us to find out how we can assist you in engineering effective learning solutions!
Ajay Alex
+91 9008310567
ajay@ipaenablers.com