Why does Corporate Learning fail?

Corporate training programs are planned and designed to make a difference. They exist with

the purpose of providing the tools and the support needed for the employees to grow and

excel in the organization. Most learning and development programs end with receiving the

certificate. It’s often forgotten that the actual learning starts after the session is over. The

key is self-realization and discernment on how and where to apply what you have

learned.

Reasons for failure

- Natural Tendencies: It is a natural human tendency to forget what you have learned

in a short session unless put to use immediately. It is also natural to resort to old ways of doing things when results cannot be seen or measured immediately.

- Competing Priorities: Employees are often handling an overwhelming list of tasks

and often training programs take a back seat to anything that would directly support

the business. Sometimes even if training and upskilling is a top priority other

pressing issues of more importance make training take a back seat.

- Not had a positive experience with learning: When you do not have a positive

experience or when you do not feel enriched after a program then you will not see a

point in it. Sometimes training sessions are very intensive and employees are not

able to absorb, process and retain all the information in that amount of time.

- No accountability: Training programs also fail when there is no one to question you

on whether you are using the new learning or about the outcome of new changes.

- Lack of interest: Training programs are designed by organizations to equip their

employees to increase their adaptability to changing scenarios. Employees might not

be on the same page and might not see a requirement, or their needs might be

different from what is offered.

How do we solve this?

- Conduct post-learning coaching sessions- To brush up on what was learned. Follow up

sessions can also be experiential and relational sessions to reinforce learning.

- Introduce various tools like workbooks and playbooks- which typically would include

components that support learning, this could be used later as reference material and

as guides for future reference.

- Today the role of a manager is more dynamic- In order to create a more conducive

work environment while not forgetting productivity and profits. Encouraging your

team to undertake training programs that align with organizational and personal

goals is an important task of the manager. When you engage with your team

members, in understanding their goals and making them understand the organizations

goals there is more of a genuine interest in the planned training programs.

- It would be good if you could have an accountability partner- someone who will ask you all

the right questions. How you are using what you have learnt, Where are you using it,

When are you using it, Outcomes of applying what you have learnt and so on?

- Post-workshop assignments- will also help to go through what you have learnt. It will

also help you to realize if you have processed all the information in the right way

.

-. Everyone might not get a positive outcome immediately -For this immersive group

session where those who have attended come and share their experiences, there is

an exchange of ideas and thoughts. People get new ideas on how can they improve

their outcomes.

- A self-review vis-à-vis your learning targets- will ensure that you are able to achieve your

set goals.

- Periodic assessment is an important tool- To actually make people learn. Only when

there is an assessment will you put your mind into learning, also when there is an

assignment it helps you to gauge how much you have learnt.

Corporate training programs have the ability to convert today’s young talent into

tomorrow’s leaders. It helps in increasing employee satisfaction levels and decrease

employee turnover. Therefore, the right training programs along with post-training

interventions will never lead your training programs into a failure.

By

Priya Paul ( KeyLearning Knowledge Management Team)