Soft Skills
Training and its success factors
Training and its success factors: The ‘Need TO Train’: The Need FOR Training…
Training, Learning, Re-Skilling… call it what one may. It remains an activity driven by the need underlying it. In training, with the my little experience as a facilitator, I have found an interesting phenomenon that I have started to believe drives whether learning finally happens after ‘training’ has been delivered. I am no expert at this and may not be right. Nevertheless, I share my thoughts and invite thoughts on this from those reading this post.
Every training session that a facilitator courageously enters, can at the end of the session leave him/her with a ‘Eureka’ experience, or with a ‘Wow I did this great’, or with a ‘Lets wait to see what the feedback says’, or with a ‘damn! I messed this!’…kind of feeling, depending on the way the session goes. Each facilitator who goes into the classroom to train goes with an express intent to ensure that learning happens and value created through each session. And on their part, Each L&D manager solicits a facilitator/training program with the same intent.
Here, as you would note, both are goaded by the ‘Need TO train’ (NTT).
Now, having set the stage for the L&D managers and the facilitators, who bring on to the table the Need TO train, let’s focus on the learning recipient group. The participants.
The participants for whom a learning intervention is organized come to the classroom with Need FOR Training (NFT). They are motivated to come to the classroom with the express intent of pure learning, gaining knowledge or acquiring a skill. If this need is felt voluntarily, inherently and is internalized, it creates the hunger for learning and thus the Need FOR Training. Imagine where the Need TO train is met in its entirety with the Need FOR training! What one experiences then is PURE MAGIC! That magic is what I call the Learning Value generated from this churn of someone sharing knowledge or a skill and someone else taking the knowledge or skill.
Therefore:
Total Learning Value = Total Need To Train: Total Need For Training
Where, result/learning optimization happens when the TNTT is equal to TNFT. Any delta on either of the variables can impact the TLV and thus the impact of a training intervention.
We the training fraternity need to give it our all by bringing in the TNTT and the participant fraternity on their part needs to bring in their all the TNFT and what we would create for organizations is true Value.
Monica Reddy
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