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I remember hearing this phrase a long time ago at an Association for Talent Development event. Telling isn’t training. And it’s true. Creating learning experiences like training involve understanding the audience, designing materials, and confirming that the transfer of knowledge actually happened.
Organizations that invest in employee training can see up to a 17% increase in productivity and 21% increase in profitability, according to an article from Harvard Business School. We all know productivity and profitability are a priority in the business world so I put together a list of training and learning articles that might be helpful.
3 Components of Effective Employee Coaching
One of the mistakes that organizations make is thinking employee coaching is only for situations when employees aren’t meeting the company’s performance standard. Yes, employees do need to receive coaching in those situations. But that’s not the only time coaching can have a positive impact.
Workers who are doing good work need employee coaching as well. You could equate this with coaching athletes. Team coaches don’t say, “Hey, you don’t need to be coached. You’re doing fine.” Same applies to employees. Managers should be continuously coaching employees, so their performance stays at a high level.
How to Create a Training Session Quickly
There have been times in my experience when the organization approved training, I needed to react quickly. If designing a training session started to take too long, well … I would get questioned about it. You know, “Why is this taking so long?” or “I thought you said this training was important. If it’s so important, why isn’t it happening?” So not only is it necessary to design good training, but it’s important to do it quickly.
Effective employee training sessions do not always have to involve charismatic platform skills and a bunch of fancy props. It does involve having a good structure and delivering the right information.
Make Sure Training Materials are Valuable
Good learning sessions provide participants with training materials. One of the main reasons for doing so is to give participants a post-training reference guide of sorts. After training, employees can refer to the materials and their notes if they have questions. This is particularly helpful if the training session involves a lot of details, like how to operate a piece of equipment.
Designing learning materials can be challenging because people might feel that they need to design something fancy. Not true. The goal of training materials is to be useful. And fancy doesn’t always equate with useful.
Artificial Intelligence: Keep Setting Goals for Self-Learning
Organizations and individuals need to keep setting self-learning goals where artificial intelligence is concerned. Yes, AI seems to be a part of everything. That doesn’t mean we can’t learn how to use it and have it positively benefit our personal and professional lives.
Using Bloom’s Taxonomy for Artificial Intelligence Learning
The reason Bloom’s Taxonomy is important is because when we think about learning, we need to decide what level of training an employee should receive. For example, during orientation, our goal might be to simply provide knowledge. Then later during onboarding, the goal could be to provide comprehension. The learning goal drives the content development.
Understand Employee Feedback Better Using a Johari Window
You’ve heard me say many times that “no news is good news” isn’t a communication strategy. Models like the Johari Window might help individuals identify topics that they would like to discuss. And that’s the whole purpose of feedback – to bring conversations into the open.
Organizations that want to enjoy the benefits of high performance are going to make investments in employee training. LinkedIn’s Workplace Learning Report indicates that providing learning opportunities is the number one employee retention strategy. It only makes sense. Training employees translates to a better performing workforce.
Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL
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