Why Thriving Skills

The way we are conducting training sessions and classes is not working. The organizations are not choosing the right people to train. People who need training most are least likely to get it. Corporate training fails due to undefined and unaligned learning objectives, invalid ways to measure the effectiveness of the training, and so on. There might be lots of reasons for this. Above all reasons, one reason stands out. Your training program is stuck in the 20th century and you are conducting training in the 21st century. What do I mean by that? The 20th century’s training was push-based training and the 21st century’s training is pull-based learning.

?

Push training is a top-down, management-driven approach that sends people to formal training events?where they receive nice-to-know information—as in, it will be nice to know someday. The focus is on showing up (attendance), participating (raising your hand), and passing or failing (testing). If that sounds familiar, that’s because it's school transposed onto the workplace. It is a static system created to control and manage hands.

In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The focus is on performance (what you can do), sharing the knowledge that leads to better performance (collaborating), and providing two-way feedback about the information that affects what others will learn (communicating). It incorporates learning into the daily work routine by allowing learners to access and use course content where, when, and how they want to; and it’s flexible so that it can be adapted to the needs of individual learners.

Imagine people facing a new situation in which they require more instruction. Using the push model, no one is sure where to go to get the information they need. They attended a training program, but it did not cover all the possible situations they would encounter, and they have already forgotten most of the content. With pull learning, people can quickly and easily locate and access the most up-to-the-minute information in a variety of ways, when and where they need it. They can call a co-worker who has already learned what is needed, talk to an expert, or search an interactive site for the latest ideas from other people. The pull model of learning is performance-based. The focus is on what you can do when you need to get it done.?

Replacing push training with pull learning is a transformative step toward supporting and sustaining a company. It is managing minds and placing a mission-critical value on learning. By taking a managing mind approach, a company can provide relevant, usable, and on-demand access to the knowledge and skills people need to perform their jobs.

Corporations that make the commitment to manage minds and emphasize pull learning experience measurable, significant, and sustainable increases in on-the-job performance, talent-retention, sales revenue, and innovation. They are more agile, and more able to respond instantly to the ever-changing requirements and demands of a fast-paced, hyper-competitive marketplace. Their employees can quickly access the technology and support to find what they need to know, and when and where it is needed.

We’ve moved past a knowledge economy and into a learning economy, where learning is the most important thing, we do every day. In this economy, training isn’t just about delivering content to boost your company’s collective knowledge; it’s about engaging and providing inspiration for stakeholders both inside and outside of your organization.

Now, my question to you. Are you taking advantage of the technology-enabled learning tools available today, or is your training program stuck in the 20th century? If a three-hour PowerPoint lecture is still your content delivery method of choice, you are way overdue for an update.

Now the decision is yours. Will, you be stuck with the 20th-century training system? Or you will adapt to the 21st century’s training system.?

Every business model and profession are disrupted in the fourth industrial revolution. Even you are not an exception here. If you don’t adapt to the change, you will be out of the market within no time. Here we come with the idea of not vanishing away.?

Thriving Skills - Skills Focused Self-education (https://thrivingskill.com/)