What’s the last piece of “training” you received at work? What do you remember about it?
We’re not talking about someone explaining a new process to you or showing you how to do something you haven’t done before. Think back, instead, to the last time you were asked to learn something new on your own—maybe it was an explainer-video you had to watch or a course you had to take. What do you remember about the experience? That thing, whatever it was, was probably important! Did it stick with you? Have you been able to apply what you learned in your day-to-day work?
Or did you simply finish the course or the video or whatever as quickly as possible so that you could get back to your day?
Skill up! Stat!
It doesn’t take much imagination to appreciate how important it is right now for your team to keep learning and growing. The need to meet the unexpected is unprecedented: technological and cultural shifts are cropping up at light speed, creating new challenges and opportunities that we never could have anticipated.
But too many organizations are stuck in old fashioned notions of professional education and training. The problems we’ve seen are manifold: a focus on completion over competency; overly didactic, one-way presentations; shoehorned models that no one actually uses; the list goes on and on. What all of these problems have in common is simple, but hard to fix. They all stem from losing sight of the learner themselves.
Learning for RIGHT NOW
This is normally the part where we’d explain what an amazing, learner-centric L&D solution can do for your organization. But you already know, right? You already know that learning—really learning and building practical new skills—is what separates good teams from great ones. The problem is finding a partner with the expertise in building adult learning solutions that actually get the job done.
We’re going to spend the next few months describing a few of the ways that CN thinks about Learning and Development. We’ll go over the kinds of solutions that we’re particularly excited about at the moment, including New Manager training and the use of Simulations. But we’re more interested in hearing from you: if you could wave a magic wand and have your team instantly learn one new skill or idea, what would it be? What was the last great piece of L&D you experienced? Reach out to us today. We’d love to hear from you.