4 MAIN STAYS OF TRAINING COURSES

The Four Mainstays of Successful Training Courses

THE BRAIN, THE HUMAN FACTOR, MANAGERS, AND DATA. - FOUR MAINSTAYS.

THE BRAIN - THE PREFRONTAL CORTEX IS CENTRAL TO EXECUTIVE FUNCTIONS. IT REGULATES COGNITIVE PLANNING FUNCTIONS AND HIGHER INTELLECTUAL FUNCTIONS LIKE REASONING. THIS AREA OF BRAIN IS ESSENTIAL TO HOW WE ACQUIRE PROFESSIONAL AND TECHNICAL SKILLS. THE PREFRONTAL CORTEX STIMULATES OUR SEMANTIC AND WORKING MEMORY. IT, THEREFORE PLAYS A KEY ROLE IN HOW WE LEARN IMMEDIATELY USEABLE AND ACTIONABLE KNOWLEDGE AND WE USE THIS AREA OF THE BRAIN WHEN WE ACQUIRE HARD SKILLS. SHORT, REPETITIVE, BITE-SIZED FORMATS AT ANY POINT IN THE WORKING DAY ARE PARTICULARLY EFFECTIVE FOR DEVELOPING HARD SKILLS. THIS IS THE ESSENCE OF MICRO LEARNING (SHORT SESSIONS FROM 30 SECONDS TO 3 MINUTES) THAT COVER ONE TOPIC PER UNIT.

SOFT SKILLS = SOCIAL SKILLS - COMMUNCIATING WITH OTHER PEOPLE, MANAGING EMOTIONS, DEVELOPING EMPATHY, AND STIMULATING CREATIVITY ARE ALL SOFT SKILLS THAT INFLUENCE EMPLOYEE BEHAVIOR AT WORK.

THE HUMAN FACTOR - NO TWO LEARNERS ARE THE SAME.

THE HUMAN FACTOR - OUR DIVERSE RANGE OF PERSONALITIES - INFLUENCES OUR REACTION AT WORK, GUIDES OUR BEHAVIOR, GIVES US STRENGTH IN CHALLENGING TIMES, AND MAKES US REACT DIFFERENTLY. TO DESIGN A SUCCESSFUL TRAINING PROGRAM, YOU MUST TAKE THESE DIFFERENCES INTO ACCOUNT. IN SUCCESSFUL TRAINING PROGRAMS, LEARNERS ARE NOT FORCED TO ADAPT TO A ONE-SIZE-FITS-ALL, FORMAT. INSTEAD THE PROGRAM EVALUATES THEIR NEEDS AND LEARNING STYUE, AND DELIVERS TRAINING ADAPTED TO EACH INDIVIDUAL. ( ESSENTIAL CUSTOMIZATION FOR SOFT SKILLS)

MANAGERS - KEY FIGURES IN BOOSTING LEARNING ENGAGEMENT.

MANAGERS ARE THE BEST PEOPLE TO CREATE THE PERFECT SYNERGY BETWEEN LEARNERS AND TRAINING MATERIALS. FOR LEARNERS, MANAGERIAL INVOLVEMENT MOTIVATES THEM LIKE NOTHING ELSE - THAT INCLUDES INCREASED RESPONSIBILITIES, PROMOTIONS AND PAY RAISES. THIS IS WHEN HUMAN RELATIONSHIPS AND ENCOURAGEMENT PLAY KEY ROLES.

DATA - COLLECTING AND ANALYZING - HARVESTING 3 MAIN TYPES OF DATA.

PERSONAL DATA - AGE, GENDER, SOCIO-ECONOMIC STATUS, TENURE IN THE COMPANY, SENIORITY, JOB TITLE ETC.

COMPANY DATA - VALUES, SKILLS, MODELS, EXISTING ONBOARDING AND TRAINING PROGRAMS, TESTS, CRM, COMPANY AND INDUSTRY ENVIRONMENTS ETC.

DATA ON LEARNER HABITS - ATTENTION SPAN, AVAILABILITY, PREFERRED MODULE TYPE, SUBJECT REQUIREMENTS AND KNOWLEDGE FAVORITE FIELDS, ETC.DATA CONTRIBUTES TO SKILLS DEVELOPMENT MEETING CURRENT AND FUTURE NEEDS. USING DATA YOU CAN CREATE MORE ENGAGING CONTENT BY HARNESSING ITS PRESCRIPTIVE CAPABILITIES. BUT YOU CAN ALSO USE DATA TO CUSTOMIZE LEARNING EXPERIENCES.

THE ABOVE ARTICLE APPEARED IN CROSSKNOWLEDGE. TWEAKING ON CONTENT WAS MADE TO CUT THE EXTRA FLAB.