This was the result of my recent Linkedin poll. Majority responded that trainings do not lead to real life impact because of no follow up mechanism followed by more content less practice and incorrect need assessment. Some of explanations were very insightful:
- Often people who ask for the workshops to be conducted have a completely different idea from those who are participating of what is required.
- a rooted belief that workshops are different from real life.
- more theoretical workshops v/s practical ones
- because very often the intention and purpose of the trainings are limited to the training itself - like an end in itself. Participants invest themselves in any training, to the best of their abilities, interests, etc...and yet, I feel, with very few people either reporting back on some key aspects of the training, or taking up some follow up work/processes- over a period of time, the curiosity and/or relevance of trainings as potential to be applied in real life is reduced.
- most trainings are designed to tap into the "mind" and "body" quadrants of the MWT- that is only the mental capacities and action-packed/oriented - they miss out on other important/humane aspects like co-created/shared vision, and bringing in a sense of community, belonging, ownership etc (connecting to the vision and community of the MWT [Medicine Wheel Tool]-).
- Inappropriate need assessment and lack of opportunity to apply the learnt skills contributes to it.
In a way the answers seem quite obvious, yet we keep designing trainings as "bubbles" that have nothing or little to do with participants existing lives and their past, present or future.
So here are some thoughts for you to consider if you are a sponsor who would like a group to learn new skills or a facilitator who is designing the trainings:
Take the time really understand the needs - if the desired behaviours are not seen consistently, why could that be happening?
Is that people know what to do but do not have the will to do it or feel they cannot do it or do not have the permission or space to practice those behaviours? The resolution for this is to better understand the barriers for practice/ living behaviours which could be multiple - perception of no time, fear of response from peers/ superiors/ team members....? Sometimes training or more training may not be the solution at all and what is needed is an open dialogue and problem solving approach from everyone involved. HR is a great position to bring this to notice of all concerned and support a process to collectively find the solutions.
Is it that people actually do not what to do? This would indicate a real learning gap.
Once the decision to impart new skills is taken collectively with buy in from those who need it, the next step is to see how to make the whole process integrated into trainees actual work lives.
Think of readiness - have trainees reflect on their current experiences around that skill area and identify what works and what doesn't.
Involve their superiors in the process somehow. A great facilitator I know has trainees sign an agreement with their boss about a specific follow up plan or a upcoming opportunity to apply learnings soon after the workshop.
In the training itself, engage the whole person - their body, mind, spirit and emotions. While their mind may understand and body is doing the work, their heart and soul need some more time to fully embrace the learning - see its relevance for their own lives - and generate that will to act.
In the training itself have people do the work on their work related challenges. The more they do the work in the training, the easier it is for them to continue doing so post the workshop.
Help them think about how will they communicate with their teams about their new skills/ behaviours. Team members often get shocked by their bosses new behaviours and this is like rubbing salt on a wound - trainees muster up courage to try new skills only to meet either skepticism, surprise or downright scorn of their teams who cannot understand what happened to their boss or believe that these are short term effects anyways.
Learning does not stop at the training. Light bulbs keep going off much afterwards. There needs to be follow up sessions/ mentoring circles prescheduled for some months ahead where trainees can come together, talk about their experiences of applying the new kills, celebrate small wins and also brainstorm next level of challenges. The embedding of the new skills will happen only with repeated practice, compassionate feedback and witnessing positive impact on a consistent basis. [a great example of how a group offers life long mentoring circles to anyone who has taken their training module across the years]
There is so much skepticism about the nil or at best short term effects of training programs. Let us not see them as one stop experience but a more integrated learning journey that actually helps make people's lives better!
