Training, in any form, must be good, right? Upskilling can only be a positive thing. Yes, this is true to a certain extent, but it’s not as black and white when it comes to traditional training.
There’s a common belief that ‘training’ is going to make us more employable in the modern market. But the world of work is changing, and so is the way we educate and develop future leaders.
The illusion of safety…
Employees and those wanting to generate new opportunities often assume that a degree of qualification will be the answer to their career prayers. The truth is, simply having that certificate on your wall won’t necessarily guarantee a job.
But it’s not millennials fault. It’s a notion that’s passed down from previous generations. We graduate high school, go to university, and get a ‘real’ job. It’s the right of passage for teenagers, soon approaching their early twenties.
So, if traditional training is making us less employable, what’s the answer?
Training needs to be more flexible and suit the needs of today’s employers. In the learning and development industry, we see it all the time. There’s maybe a few years dedicated to learning, but now ongoing development.
We also need to change the language which is why learning and development needs to replace “training”. Learning and development implies that this is an ongoing process which builds capability and talent over time. Training is something you do to get a day off work, get a free feed, and come back to your workplace. This notion reverts to and the workplace norm.
There’s too much focus on what you will learn rather than how the learning is delivered.
Here are a few things to think about when considering traditional training.
- The style and manner which the training is delivered. Training and learning and development are two very different experiences. Is online going to deliver the quality, personalised and robust experience you’re looking for? Go through a cost vs. benefit plan and really consider what other valuable skills you’d gain and miss out on.
- Be really clear on what you want to achieve from this newfound knowledge. Ask the tough questions of what you will gain from the experience and how you want to use this to not only benefit yourself but those around you.
- Most employees have no ongoing plan of action to fully utilise any new knowledge and skill gained by employees in real time. This results in employees losing interest quickly. Companies need a well-thought out, detailed framework for learning and development back into the reality of the workplace.
- Employers and individuals don’t put training into context. There is a bigger picture focus missing, due to lack of context. What skill gaps exist that cannot be filled by training alone and what plans are your plans or that of your employee to fulfil these?
- Staff morale is negatively affected when decision makers fail to support and create new opportunities back into the workplace. This can be more demoralising than not sending staff to be “trained” in the first place.
At Kiikstart, we’re dedicated to helping people have more choice, influence and control about how they live, work and learn. If you’d like to hear more about what we do, contact us today on 0428 593 400 or firstname.lastname@example.org.