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 attendees with immediate application in their acquired learning activity.

In fact, this request should be neither a surprise nor a novelty, since it is the ultimate goal of any training project. The difference is that now is a petition that speaks emphatically, while not so long ago was something that neither is he commented.

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

I will not deny the importance of teaching methodology, because it is a determining factor in the success of any learning process. But there are other factors much more important and which tend 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 meet challenges or problems and curiosity. And these are the engine should start when planning a learning process. Only with a call indicating the objectives or course content will not be enough (in any case, with some, it might be possible to activate the curiosity, if the call is creative in its design and in the messages). And another factor that affects 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 in the annual interviews performance management in all its forms (yes, the needs and interests of training expire and have a very short expiry date).

The second element has to do with the commitment to an implementation plan for the learning acquired. I've always been curious to know if the day after training, people who have attended have had a meeting with his direct responsibility to discuss the application of that learning and the support they need to do so.

Leaving aside the irony, the application for immediate applicability of learning has a very important part of your answer on the involvement of people with leadership responsibility. Implication that it must be evident in the mobilization of the willingness to learn (make visible the challenges or problems and enable the curious), and in the formalization of an implementation plan (speaking the day after training).

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