"Training Bo@@@cks"

It has occurred to me that I hear the words “Training B****cks” or words to that effect too many times over the years to just dismiss it as the ravings of people who don’t understand Learning and Development.

Having spent the last 25 years in the HR profession specifically in Learning & Development roles I would like to share my views.

Not all the people I have come across in senior roles within organisations are engaged with Digital interventions including e-learning, gamification, 70:20:10 and content specifically catering for generational stereo types like millenniums.  It seems they don’t believe the hype. Maybe this is because they don’t understand, or they know something we don’t? 

After listening to these thoughts and also being involved with, designed and sold the virtues of all the above I have come to the following conclusion:

The best types of training and development interventions for changing behaviours are always face to face with experiential sessions (Workshops together with 1 to 1 coaching sessions to embed behaviour change). There is no substitute for looking someone in the eyes and giving direct feedback and seeing them practice the new behaviour or a change in behaviour until they are competent and confident

I believe the place for online and digital content is to deliver process-based learning, compliance, Product Knowledge and to backup what was learned in the classroom.

The evidence suggests that the biggest return on investment is always from the face to face interventions although I except they could cost more in the short term. 

A CEO once asked me who wouldn’t invest £100K in workshops if that behavioural change achieved delivered an additional £1 million in nett profit. Maybe he too believed in face to face training that builds competence and confidence

We all instinctively know that behaviours drive results and the only debate is what is the best way to get people to change unsuitable behaviours and adopt new behaviours. 

I believe the most effective training is face to face. It should explain the “Why” (Simon Sinek) and include experiential sessions giving learners a chance to practice in a safe environment, then followed up with One to One coaching focusing on learning, behavioural change, and results ensuring specific actions are agreed going forward

This is my view and I would love to hear other thoughts and views so please get involved in this debate

Chris Moore