When it comes to employee development, most leaders and HR professionals are quick to choose training as an appropriate method. Statistics say that 99% of the time training is opted for as the main source of employee development. Keeping in mind the 70-20-10 ratio, which both HR partners and leaders are well aware of, their choice of picking a classroom training program for this purpose is surely considered questionable. According to the 70-20-10 ratio, 70% of development comes from on the job activities, 20% comes from coaching and mentoring, and only 10% comes from formal classroom training. In spite of this knowledge, while dealing with employees in reality, leaders often forget that the key to a long-lasting learning experience is implementation and practice.
We have realized this since our early days at school that writing, reading, solving mathematical problems, basic reasoning, introduction aptitudes, cooperating with other people, being a decent companion, and so on… are on the whole abilities we all learned through practice. We didn’t figure out these activities by attending a 1-day instructional class, we learnt them by doing them over and over again. No PowerPoint presentation harnessed our abilities to be a good friend and neither did a guest speaker contribute to our athletic abilities. The above mentioned research backs this up. Through a classroom training program we are able to retain only 20% of the teachings. So basically by attending a 1-day training program, we only learn a maximum of 2 concepts. However, when you are performing a task under the immediate supervision of a leader you are holding 75-90% of the information.
Anyway, what would it be advisable for us to do about this? Most importantly, quit believing that regular classroom training will take care of your issues. They won’t.
There are 4 elements that need to be focused on for training programs to produce qualitative results:
- Content design that is specifically aimed at creating change in behavior.
- Training delivery that is focused on the practical application of learning.
- Training feedback that also involves recording the desired actionable.
- Post training coaching should be a part of the procedure as well.
We at Challenging Horizons address the above mentioned aspects by doing the following:
- Our powerful content follows the ADDIE model which is mapped towards the required competency for achieving the desired business result.
- By facilitating the entire process rather than just conducting a classroom session, our delivery process is focused and result-oriented.
- Our feedback forms are designed to capture action points.
- Our post training coaching is designed to reinforce practical implementation.
Inculcating these four aspects in our PESOS Methodology, we have revolutionized the regular process of classroom training into a highly interactive and experiential learning session.
By using the PESOS Methodology we make sure that the program is prepared using specific customized designed tools and proper feedback is recorded using a standardized methodology. This experiential process of learning makes implementation relatively easier thereby making training programs far more effective.
“An organization’s ability to learn, and translate that learning into action rapidly is the ultimate competitive advantage.” – Jack Welch, former General Electric CEO
To know more about the pesos methodology and its benefits, leave your email address in the comments below and we will get in touch with you shortly.