This week we struck up a conversation about the general state of eLearning design in the corporate world. We ruminate over our belief that companies should consider doing less of more:
BRANDON: So I thought this week we would discuss the overwhelming number of requests for “training” that come from business units and stakeholders. It seems like some people think “training solves all the problems.”
I’ve been on the inside and the outside of several corporate learning organizations over the years, and one trend that I’ve seen explode recently is a “factory mentality” designed to “templatize” training. I’ve seen these factories operate almost ’round the clock packaging “rapid eLearning” courses with little regard for formative or summative analysis, or interaction that motivates a learner to participate. It’s really a “page turner” world out there in many instances. Some of this is pure economics — many learning organizations are funded by business units. If a business unit allocates a specific amount of dollars for “training” they expect those dollars to actually be spent, regardless of the necessity or quality of the training.
Why have training if it’s not good? I’ve counseled the organizations I work for/with to do “less of more”. I firmly believe if most training organizations just stopped producing about 40% of what they are doing today — just stopped cold turkey — no one would even notice.
DOLLY: I think one reason that training can seem so irrelevant is because it is so divorced from the day to day activities that the jobs actually require. So, these people who are in sales for instance, talking and corresponding with clients everyday, come to training and spend 4 days listening to someone speak at them. These week-long explorations of Powerpoint slides don’t engage the learner. They just become data dump sessions.
Yeah, I agree. I personally think sales training should be high-touch, situational, and as contextual as possible. It seems to me that there are two avenues to drive down when producing sales training: basic “transfer of information” about products, services, etc., and scenario-based/role-play simulations that place the participant in authentic situations. At Sun, we leveraged the community for the transfer of information component by providing a user-generated content platform. Sales people ate it up. They could get small chunks of product information or sales techniques from experts in the field and download it to their mobile device. We then had “Sales University” for the mandatory accredited training courses.
And the thing is, if people are just going to be sitting in darkened rooms, why bother going to the expense of shipping them across the country? If it’s just memorization of information, there’s plenty of fairly easy and cheap ways to get that across in an online setting. However, both face to face and online activities can be so much more engaging and rich.
Agreed. One thing that seems to be missing is an evaluation of actual sales skills done in a formal manner. If we’re training these folks to sell, then we need to really look at each individual and evaluate their readiness to sell. It’s one thing to lecture them, have them role-play, provide feedback, and then send them on their way. Where do we assess their readiness to do their job? Is that for their manager to determine outside of the training? If so, is training’s role just to “provide the foundation”?
And evaluation doesn’t have to be a test. It can be a demonstration, a portfolio or series of smaller activities built into the curriculum.
Yes, one vendor I worked with provided role-playing scenarios in an online format using computer webcams and FlipCams. Participants would video themselves doing their pitch, and then upload it for the cohort and the facilitator to critique.
In my eyes, that’s a perfectly valid evaluation, as long as the learning objectives were to improve their sales pitch, not to learn the capitals of African countries. The whole point is to have evaluation that supports your objectives and curriculum. Excellent evaluation can be painless and seamless.
This post can also be found at The Total Learner Experience.
