What
might you say to convince an individual that training is important, not
complicated, or even necessary?
The truth about
training starts with a look at the forces that influence working and learning.
In this day and age, we are seeing training and training departments being
affected by the globalization of business, demographic changes, new technology
coming at the speed of light, and economic changes.
Let’s talk
about the influence of the demographical change organizations are facing. This
is the first time in history where the workforce is made up of five different
generations. Companies that can increase and embraces diversity will also gain
a competitive advantage over their competition. Leaders need to be aware though
that members of each generation may have misperceptions of each other, causing
work place tensions and misunderstandings. Also, they will each be looking for
something different from their leaders and the organization that employs them. This
is where training needs to start revolutionizing itself.
For an
organization to be competitive it needs to enhance its capacity to learn,
adapt, and change by becoming a learning organization. The most important
aspects of a learning organization are the ability for employees to learn from
failure and from success. This is where the diverse workforce will be most
innovative. Leadership is going to have to develop new skills that will teach
them how to be mentors and coaches in a learning organization. Learning and
Development departments will also have to support diversity training for its
workforce to cut down or eliminate misperceptions, work place tensions and
misunderstandings among the different generations. Training must be strategic.
It must align with the business strategy and support the business outcomes the
stakeholders are looking to achieve.
Finally, an
emphasis needs to be put on evaluating your training programs and events. Find
what is working, learn and change what isn’t giving the organization the
results they want.
The Truth about Training Podcast
Lisa, I really enjoyed your posting. Your audio was very clear. I love that you addressed the five generations in the workforce. I've been reading up on that topic lately and have found some interesting articles. DeGraff (2016) pointed out what digital natives and digital immigrants could offer each other. While it is not strictly generational, I still think it is applicable.
ReplyDeleteWhat can digital natives teach digital immigrants?
• To collaborate across boundaries, with a variety of people
• To make a place in life for values
• To build solutions that are horizontal
What can digital immigrants teach digital natives?
• To achieve goals quickly
• To use focused resources in building things to scale
• To revitalize or repurpose existing institutions (para. 6)
Perhaps some of these ideas can be implemented in designing training
DeGraff, Jeff. (2016, June 16). Digital Natives vs. Digital Immigrants. Retrieved from HuffingtonPost:www.huffingtonpost.com
Hi Judi, thank you for sharing. I will definitely check out that post.
DeleteLisa,
ReplyDeleteNice job on the audio...
I like your comment about those companies that can increase and embrace diversity will succeed. I've worked in an agency since I retired in 2005...there usually isn't any issues with diversity. Currently at State Department where diversity is the norm. The various generations represented does cause you to remain flexible in how you present your training.
Marnie
Thank you for sharing Marnie.
DeleteLisa,
ReplyDeleteYou have a strong point about the influence of demographics on training and development. This is often overlooked. I agree, expectations are very different among the generations, and each person has his/her own individual outlook and expectation which can create a further breakdown in communication among management and employees. You also mentioned learning from both failure and success which is invaluable. Developing a learning environment which engages all learners, addresses generational differences, and finds commonality is foundational to unifying employees; ensuring respect and equal treatment. Companies must also harness tacit knowledge from experienced employees, and give employees with less experience an opportunity to contribute within informal, supportive learning environments which values all employees, develops leaders, and helps employees to understand their importance in accomplishing the company’s objectives (Noe, 2013, p. 61-64).
Sharmyla
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.
Charles, thanks for your post. I think we are going to see more organizations moving to some form of social learning so they can tap into the historical knowledge that will soon be retiring.
DeleteYou mentioned that organizations should become learning organizations and that training must be strategic. Learning organizations almost seem to not need trainers or instructional designers because the employees take on that role of training themselves. Yet for training to be strategic and effective, perhaps instructional specialists are still needed. These specialists will be more support to the stakeholders rather than leading a training.
ReplyDelete-Robin M.
Robin, thank you for your post. I think there is always going to be a need for trainers. I think their role in training may change more into a coaching role and facilitator role.
Delete