I have to confess . . .I’m a bit of a grammar snob. I can’t seem to get through a day without cringing at sloppy, questionable or downright WRONG construction I see and hear around me.

But my biggest peeve of all is the use of the word training as a noun. As in “so, what kind of trainings do you offer?” That question is beyond cringe-worthy–it’s cause for heart palpitations. That seemingly simple question belies two fundamental misunderstandings about my profession.

  1. Training is a process, not an event.

 

It begins with Analysis of the audience, the situation, content, and the overall business needs.

Next, it’s on to Design. What will be the learning objectives?  How will we know they have been met? What kind of content must be presented to get learners to that point? How can that content be communicated so that learners will pay attention, understand, remember and apply?

Finally, we get to what those who ask that question are thinking about–Delivery. But it may not be me standing in front of a group talking.  It may be a group exercise. Or a game. Or an online program. Maybe it’s a role-play with your boss.

The I is for Implementation. That when a class is brought together. Or a webinar is made available. Or eLearning is launched. Or learning materials are provided.

The cycle waps up with an Evaluation of the training program. Did learners like it? Did they demonstrate mastery of the learning objective? Did learners use their new abilities on the job? And did that drive an increase in business results? Was it worth the cost?  Can the same or better results be achieved faster, more thoroughly or at a lower cost?

Check out my Captivate piece about the ADDIE cycle by clicking on the graphic.

  1. Training isn’t about me, it’s about you.

Specifically, it’s about what you need to be able to do. What knowledge and skills will drive business success? Is there a gap between the performance that is needed and the current state? Who is that audience, and how will they learn most effectively?

I can help you determine the best way to close that gap–that’s the kind of training I do.