One-Off Trainings Don’t Work- Here’s What Does

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How many times have you attended a conference, participated in a workshop or watched a webinar that was informative, thought-provoking and energizing but ultimately did not change a thing? It happens to me all the time, now more than ever, as online trainings are in abundant supply. I sign up for them constantly and then “watch” them as I’m fixing breakfast, sorting laundry or checking out my twitter feed. The hope is to catch a pearl of wisdom sometime in between the teapot going off and my cat begging me to open the door only for her to walk away once I do (what is up with that anyway?!)

When I am more focused and present for a webinar or training, I find the result is not much different. Sometimes I hear something that really makes me think or I receive a resource that seems like it would be really helpful, but again, same result. Nothing really changes. And I have realized that this will almost always be the case when something is consumed in isolation. No matter how engaging and inspiring the delivery and content may be, learning does not come from watching, listening or reading someone else’s teaching or advice especially when it comes to learning a new skill. All the information we ever need to know is right at our fingertips but we cannot develop a skill just by listening or reading about it. We simply do not learn that way. To develop new skills and grow, we must go through the process that precipitates it.

When discussing how people learn, many people turn to Edgar Dale’s Cone of Experience.

This model provides nice, clean percentages for how much we learn by doing various activities. From the lowest impact of reading to the highest impact of doing, the message is that people must implement what they are learning to actually learn it. Like many things we often reference, there is not much substance to back up the percentanges Dale poses, but there is value in the premise that learing is multi-faceted. When deciding how to get to learning we seek, it is important to ask, Which type of professional development will be most effective for the growth and change I want?  

It is not much of a mystery, really. There is ample evidence on adult learning theory about what works and what does not. The bigger mystery is why we continue to do what we know does not work.

And the answer to that is quite simple. It’s easier.

Seventy percent of all workers and 87% of millennials say that the amount of professional development they receive greatly influences how long they will stay at their jobs. Employers know this. By providing lots of one-off trainings and workshops, organizations can demonstrate in a clear and easy that they are listening and responding to this need. They are willing to invest- nearly  $1000 per employee per year in fact- in this professional development to make their staffs happy. But eventually, that quantity is not going to satisfy employees if it does not bring much quality with it. And even the most fabulous training in the world will not provide much quality if it is experienced in isolation, never to be discussed again. Professional development for the sake of professional development is not the answer. High-quality professional devleopment that works is. This, of course, is a much longer, deeper investment, but one that will ultimately pay off when it produces the results as intended.

If you are really invested in providing professional development for your team that affects change (and I know you are!), then you need to fall out of love with the one-off trainings and provide opportunities for growth that are designed to give your staff what they need and what works.

WHAT YOUR STAFF NEED TO GROW

*Understanding the purpose- Staff need to know why they are being asked to take a certain training, what the purpose is and how it will benefit them. Once they understand how it will help them, they can invest more in the outcome. Whenever possible, allow staff to have input into what professional growth they are receiving. People are far more likely to learn and grow when they are intrinsically, rather than extrinsically motivated to do so, and everyone is more naturally motivated when they have a legitimate voice in what they are learning.

*Connecting the new information to current information- Adults learn new information by relating it and building upon the information and experiences they already have. Effective professional development will incorporate this so participants can make those connections. Simply hearing or reading about something does not impact lasting change. Staff need the opportunity to build upon what they already know to help them incorporate the new information and keep on building.

*Receiving the information in a variety of ways– Like Edgar Dale’s Cone of Experience, learning styles are frequently referenced in professional development sessions, and like Dale’s Cone, there is not validated research that supports the commonly held belief that everyone has one predetermined learning style. Despite this, it is common to hear both presenters and participants publicly claim their self-determined learning style and deliver or request material in that way (I’m a visual learner, so…) but this is not actually how people learn. Everybody learns best when material is presented in a variety of ways. Everyone benefits from visuals, not just self-proclaimed visual learners. Everyone benefits from kinesthetic approaches, not just self-determined kinesthetic learners.  To be effective professional development should incorporate all learning styles for the benefit of all participants.

*Implementing the information- We do not learn simply by listening to someone tell us how to do something. Whether it is learning how to speak a new language, play a new musical instrument or develop a new skill at work, all the listening and reading in the world will never get us there. People need the opportunity to implement what they are learning to truly grow and change. This is often the point where one-off trainings fall short. They may provide wonderfully helpful information but if there is no opportunity for participants to implement what they are learning, there will be no change. Professional development must include the opportunity to practice what is being taught. This can come from the training itself or from the organization who provides post-training investment and follow up for participants to effectively practice and ultimately master the new skill.

*Self-reflecting– In addition to implementing what they are learning, adults need the opportunity to self-reflect on what they are learning and experiencing to fully grow and change. They need time to process what is going well and where they need to keep growing. They need opportunities to make mistakes, ask questions and receive ongoing support. There may be something getting in the way of their growth and self-reflection can be a valuable tool in figuring out what that is. To be effective, professional development needs to include ongoing self-reflection as staff work through the long, challenging process of change.

*Coaching– Coaching is a powerful tool for any situation involving growth and change. It is a collaborative process that will empower your staff to use their strengths to reach their goals. Whenever possible, invest in coaching for your team as they continue to work on themselves. If you simply do not have the budget, develop coaching skills as a leader to support your team in your work together. Change and growth are hard, and coaching can provide the support, accountability and collaboration staff need to make it happen.

When investing in professional growth for your team, be sure to involve them in the process. Create a well-thought out development plan instead of randomly offering disconnected opportunities as they arise. Find professional growth opportunities that provide more than just information- invest in support that provides what your staff need to truly affect change: information, the opportunity to implement it, the chance to reflect on it and the coaching to support it. Stop wasting time and money investing in surface-level professional development that does not work. Start investing the time, money and energy into professional development that does.

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At Katherine Spinney Coaching LLC, we are proud to serve you through a research-based method of what actually works when it comes to professional growth. Through an evidence-based combination of information, implementation, reflection and coaching, we impact change that is meaningful and enduring. Our services are now accessible in 100% virtual format including our courses that offer staff the time, attention and experience they need to reach their goals. Our 6-week leadership course does just that. Learn more HERE.
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