Culture of Delivery
Does training in your organization seem like death by PowerPoint? Is learning viewed as something an expert dumps in the lap of the learner.? However, that’s not what learning is – lectures and one-way delivery end up resulting in very little learning.
For deeper meaning to occur, invest in professionally facilitated experiences that enable staff to form mental models they remember. Get people thinking before and after the training to ensure that the mental model stays fresh in the mind.
Culture of Cutting Time
Avoid the desire for training in shorter and shorter chunks. The demands of the workplace are increasingly complex and stressful, so any time out of the office is a serious cost. The paradox is that by shortening the training, we don’t give the time for structured learning, which sabotages the investment when the training program could be substantially improved by adding the time to allow the learning to be consolidated.
Culture of Un-Fun
We know that learning takes place when people have fun, stress is low, and the environment encourages discovery. Make training cheerful and open rather than dull and quiet. Encourage lots of informal learning opportunities. Give more control to the learner to shape their experience. Have fun!