Accelerating the implementation of the learning curve

During this year I'm finding a much-repeated request in the formative process in which I participate. Will the crisis or the need for each euro that uses a company has to generate a profit (finally!). The case is that almost all training projects in which I participate as a condition arises that the assistants implemented with immediacy in its acquired learning activity.

Actually, this request should be neither a surprise nor a novelty as it is the ultimate goal of any training action. The difference is that now is a request that was flatly verbalizes, while not so long ago was something that neither is he commented.

Associated with this request, I often encounter questions regarding the methodology they will use in training, which is seen as the key factor to ensure the acquisition and subsequent application of learning.

I will not deny the importance of teaching methodology, it is a key factor in the success of any learning process. But other elements much more relevant and they get used to forget or minimize.

The first element is to ensure the willingness to learn from the person who will participate in the learning process. What we mobilizes people to want to learn is, basically, to respond to challenges or problems and curiosity. And these are the engines that should start when planning a learning process. Only with a call indicating the objectives or the course content will not be enough (in any case, with something like this, it might be possible to activate the curiosity whether a call is creative in its design and messages). Another factor affecting the willingness to learn is the sense of urgency in responding to the challenge or problem. When away the sense of urgency or a situation is perceived as distant learning will not exist. And this is something that should be considered at the annual meetings of performance management in any form (yes, the needs and interests of training expire and are very short expiry date).

The second element has to do with commitment to an implementation of lessons learned. I've always been curious to know if the day after training people who had attended a meeting with his direct responsibility to discuss the implementation of learning and the support they need to do.

Leaving aside the irony, the demand on the immediate applicability of learning is an important part of its response to the involvement of people with leadership responsibility. Implication that it must be evident both in mobilizing the will to learn (make visible the challenges or problems and to activate the curiosity), as in the formalization of an implementation plan (conversation the day after training).

Therefore, when HR people raise the demand of immediate applicability of learning, as well as working with trainers and consultants to achieve it, are challenged to engage the leadership of their own organization in the process. Courage!