Adults need a learning environment
that reinforces
their ability to apply the information received in training back on the job.
This can be somewhat accomplished by class discussion and talking about what to
do based on case study content. The learning becomes more relevant with
practice on the job that is then shared back in the training session.
Working
with a client recently, I asked the participants to practice giving or receiving feedback or
resolving a conflict in some situation that would occur between scheduled class
sessions. (I always try to provide a choice so that each person encounters some
situation in which they can practice. After all, I don't want to encourage them
to go out and start conflicts, as an example.) They brought several interesting
summaries of their experience trying to implement the ideas learned in
training. We all learned from their shared experiences.
But, the
most important concept that I have learned about training over the years is
that the training must echo and reinforce the company's values and desired
leadership and management style. So, it's best done internally by someone who
knows the company and its desired culture. That is how you train the
organization's leadership brand; it is how you ensure employee learning and
training transfer. This is how I have provided training - always. Outside
seminars and workshops have their place in leadership development, but the
fundamentals must come with consistency and a shared vision of what the
organization is trying to create.
So, imagine
my delight when I received this book excerpt from Dave Ulrich and Norm Smallwood
(pictured) about using training to help organizations develop their leadership
brand. It exactly reinforces what I believe and you'll enjoy and learn from
their training tips.
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