Tuesday, 25 June 2013

What must change if L&D is to be successfull

As a personnel who have been working in the training arena for the last couple of years, i have personally read many articles and spoken to many trainers and trying to understand the journey that we will take in the training market. Recently, my  brokers found a very good article titled ' WHAT MUST CHANGE IF L&D IS TO BE SUCCESSFULL' researched by Garner Research and this was published by Training Industry, and we wish to share this with you for your own understanding.

What must change if L&D is to be successful? While Learning & Development professionals face a wide range of issues, some of the most prominent challenges are around the practice of training itself. The big "AHA!" many are realizing is this: the reason training offerings aren’t more successful isn’t because of the people that attend them (or don’t attend them) — it’s because of the courses themselves. If L&D teams want better attendance and better ROI for their training offerings, survey respondents voiced that course offerings and presentation need to change dramatically.
Stop offering boring courses Despite the ability — and technology — to do otherwise, most courses offered today are too long, too boring, and ‘too PowerPoint’. Several respondents commented that we need to "stop blaming people for not coming to training, and start improving the courses!". Courses offered today are often dull and not compelling enough for people to sit through even a half-day of training. If L&D specialists want better attendance and more ROI from training initiatives, many voiced that they need to take a look at how well the courses are delivered and if they are up to speed with current learner expectations.
Start focusing on timely topics If L&D groups want to truly get a seat at the executive table, there is a strong feeling that they will have to do a better job of being true business partners, offering courses that teach the topics that help management drive business, not just build foundational skills. While courses on ‘team-building’ and ‘difficult conversations’ are important, survey respondents commented that they are working to offer more courses about current issues like social networking, open collaboration, and competitive trends.
Embrace flexible, blended learning Most organizations use in-classroom workshops as the primary means of learning. But in a time where budgets are tight and teams are geographically dispersed, this just isn’t reasonable anymore. Managers need training alternatives that let people learn on their own time, or in the ways they learn best. Flexibility in training is key.
Get to the point Why are training courses so...long? Many respondents commented that the vendors they use could deliver the same course, more effectively, in a lot less time if they tried. Good course design needs to be pushed to the next level to better respect participants’ time — and better leverage their brainpower. Gone are the days when people could sit in a classroom without multiple interruptions or the fear of political backlash. Stress levels and attention spans being what they are today (short), "micro-courses" are seen as the wave of the future.
Collaborative and experiential approaches a must To really embrace learning, respondents readily admitted that courses needed to let the participants do more participating. Most courses today were described as: presentation-heavy, ‘death by PowerPoint’, or too individually focused. When describing their strongest courses, however, words/phrases used included: engaging, experiential, team-exercise driven, and balanced (teaching vs. application of content.) Note: being engaging and experiential did NOT mean that technology was required or had to be used in place of in-person learning. In fact, some of the best courses mentioned were leader led, but done in a way that was more interactive in the overall delivery.
The need for inspiration Learning and Development professionals share a common goal: to help people reach their potential. To truly be successful, L&D leaders need to motivate and inspire people to learn, grow, and take on new challenges. This needs to happen not just through the courses they offer, but with the people that teach them. This needs to happen in the programs they create and at the conferences they attend. Injecting a sense of passion for what they do and what they teach is something that many voiced as a call to action that must happen in the near-term in order to make learning exciting again.

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