Conventional training defined by a generic slide deck from the ‘trainer expert’, top-down imposed topics, and a one-size-fits-all outdated curriculum.
This approach is falling in three critical areas:
1. It lacks contextual relevance to their reality and daily frustrations:
Off-the-shelf content cannot adapt to the needs of Now, the cultural, linguistic, or operational nuances of each organisation or audience. As a result, your people struggle to connect the material and delivery with their own work experiences.
What’s said in the room is not what’s in their heads. What’s in their heads is not what being said in the room.
2. The usual PowerPoint-Monkey training ignores your staff autonomy and choice:
Today’s professionals, especially Millennials and Gen Z need to be enabled as co-creators of their own independent learning journeys.
They demand choice, flexibility, and the ability to shape the direction of the sessions based on what matters most to them.
3. Traditional training generally fails to transfer learning into behavioural change.
Without structured follow-up supportive coaching, or opportunities to apply new knowledge, new hacks in context, most of what is discussed is forgotten in their rush to get back to the office and deal with the mounting problems.
In fact, and let’s be honest, most of their managers don’t ask what was learned, they have no idea what knowledge or new ways of working has been gained. So they simply aren’t facilitated to spread the new hacks to their friends, to become learning mentors or Agents of Change.
So, what’s the point of this training and expense?
Management generally don’t take an interest, so there isn’t an opportunity to practice the new learnings across sister departments.
This leads to low, or No return on investment (ROI), as well as disillusionment with the usual obligatory training programs, which now compete for engagement with the huge range of choice in practical and focused top-tier online courses available.