Corporate Training: The 5 Mistakes

As business inevitably marches toward more sophisticated workplaces requiring more knowledgeable workers, I constantly see and/or hear about what I refer to as the "5 Mistakes" being repeated over and over in corporate learning organizations. In the new world of connected workers, corporate learning organizations should fear not addressing these issues:

1. Clinging to out-dated learning delivery models. I believe that some of the most effective learning experiences do occur in a classroom. The combination of an expert facilitator and peers who have differing levels of skills and knowledge are at times unbeatable in helping participants learn. However, classroom training is not always an option (especially in today's times of economic stress). Organizations need to be able to offer more on-demand, customized learning experiences for all their audiences by offering facilitated classroom learning, online synchronous events, mobile-optimized performance support, and self-paced eLearning courses and/or combinations of all of these. You need to understand how to anticipate the market for these modalities, and design for them, and learn how to sell them. Offering bundles of options that bring relevant contextual learning opportunities to your audiences regardless of their location will be key, especially to next-gen learners who feel very comfortable with technology.
2. Non-Existing Evaluation Programs. I know, this topic is not fun, and the word alone usually evokes "we don't have the budget for that." But in all honesty, you probably need to do more of less training. American corporations spend several billion dollars a year on formal training design. I'm assuming much less is spent in evaluating their effectiveness. You don't need to spend a lot of time and money on evaluation, but you need, at some point, to figure out if your training is working.
3. Relying on One-Way Information Streams. To build a more empowered workforce, you need to ensure workers have the skills and knowledge necessary to drive your business forward in this knowledge age. You need to provide platforms for collaboration, so that workers can become co-creators in the design and creation of learning. Learners want to be more involved in their acquisition of knowledge. Continuing to create passive learning experiences where there is no opportunity for dialogue and sharing signals your organization does not value the voice of those that fuel your success. Most people view learning as a social experience to begin with. Virtual learning should be infused with social elements such as social networking, e-mail, instant messaging, blogging, wikis, and other technologies that connect learners to each other.
4. Realizing Technology's Role in the Workplace. Employers should understand that technology literacy is a must-have for the future knowledge worker, but just as important is communication and leadership skills, and the ability to think creatively. As systems in the workplace become more complex, workers need to be able to take command of them and maneuver successfully within them. What is your organization doing today to help knowledge workers understand the complex systems driving your business?
5. Thinking You Can Control the Dissemination of Learning. In the connected world, learning opportunities abound in various areas and formats. Most workers learn how to do their jobs without formal training, so realize that the network effect and the spread of social networking provides many more de-centralized options for the motivated learner. Communities of practice can more easily harness the collective intelligence of its participants to solve problems, and remain more relevant to learner's needs than a formal training program that may take months to design and develop. Iterative design, realizing each learner is a powerful node of knowledge, and embracing the fact that you can facilitate learning, but can no longer control it is your new normal.