For as long as people are our biggest asset – which we believe – Learning & Development is an integral part of business life in a professional organization.
Our colleagues spend precious time in classroom or online training rooms, and we spend precious money on its expenses.
Many ask whether the training does fulfil the expectation. Well that depends on the expectation.
What to really expect from training ?
What do you expect from a training course? How well do you think it achieves the objective of behavior change?
The famous Brinkerhoff study proves that in a classical training environment, 85% of participants fail to implement a sustainable behavior change after the training course. By classical environment we mean a “standalone training” approach independent of whether it is a classroom or a virtual training format. It means that 10 out of 12 people attending classical training are there in vain. These people in classical courses are not being productive, and for only 15% of the participants there is a long term effect. Would you say that 15% return on the money invested in training is enough? We think it is far below the expectations.
This shocking fact surely brings dissatisfaction to business leaders and HR professionals alike. Many training companies reacted to this challenge by trying to create a more exciting and fun environment at their training courses. While this can have a nice effect on the current participant experience, it is just not enough to make learning more effective. The main reason for training failure is to be found elsewhere.
Training fails before and especially after it happens
In order to understand how training can generate a far bigger business value, we have to know why training fails.
20% of failures happen because of improper preparation and unclear expectations. Based on studies, only 10% of the failure is due to training content or trainer’s incompetence. However, the biggest reason is the lack of follow-up, or as we call it, the missing implementation support which shall follow every training intervention. This implementation support in training aims to generate lasting behavior change and thus influences business results the most.
Extend the learning
What should be the answer to the training failures? Following the Brinkerhoff study findings we believe that the successful learning process does not begin at the actual training event, but well before that. Nor does it end with the farewell at the end of the training.
The DEVELOR X-Learning concept is the proper answer to this challenge. With it we extend the learning in time and in depth.
From awareness to implementation
In order to ensure the maximum learning impact, we guide our participants through a 7-step learning journey, where each step has a defined role and purpose in the learning process. From raising participants’ awareness and gaining their commitment to learn, throughout the actual learning, to the implementation and sustaining the behavior change in the long run, we provide targeted and tailored methods to achieve the development goal.
Combine synchronous and asynchronous learning elements
To design a learning journey, we consciously combine synchronous and asynchronous elements, be it an online or a classroom implementation. Synchronous elements are learning events in which a group of participants are engaging in learning at the same time, led by a trainer or facilitator. Asynchronous learning allows participants to access materials and practice their skills at any time that works for them.
Moreover, we can also make the expected results of the development process measurable. DEVELOR professionals follow the Kirkpatrick planning and evaluation methodology to ensure the desired outcome.
The conscious and structured application of X-Learning guarantees that the development program contributes to business results and demonstrates that the training creates measurable value for the organization.
If you are curious about the the 7-step learning journey or further details on how we utilise X-learning approach, contact us.
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