Leading the Transformation From Training to Learning

Prepare Learner-Based Training
The intent of the learning experience should be to improve work both in the short and the long term. Instruction of abilities and knowledge should focus on the skills inherent in mastering the tasks being taught, should be alert to the ways that adult learners behave and should reflect on-the-job needs of those undertaking the learning experience.

CLOs also might need to address learning styles. We know that different people learn differently: orally, visually or using kinesthetic forms. Ideally, CLOs want a variety of styles. Blended instruction might ensure greater likelihood of learning since it affords the chance to blend more elements into both classroom and self-paced exercises.

Demonstrate the Need for the Instruction
A need must be perceived for the professional development—and not only by the manager or CEO who approaches the CLO. The stickiness of the training depends, in large part, on the attendees’ belief that their active participation will enable them to do something new or differently or better than ever before. It is the “what’s in it for me?” factor that will motivate registrants during the training and sustain their interest afterward as they apply what they have learned.

Once again, blended learning can support the learning objective. Pre-work that is a part of most blended learning programs should outline the manager’s and organization’s expectations and why the training is being offered, point to some of the benefits that attendees can expect from the experience, and ensure that all attendees are at the same level of instruction. Pre-assessment tests also can help training participants identify their own shortcomings in learning that the training will address.