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9 Corporate Training Myths Debunked

Companies is looking past education and training. Some of them only because they belive in myths that should have been killed years ago. Here is 9 we would like to kill.

Søren Vasø Hansen

Søren Vasø Hansen

Effective corporate learning needs to be both theoretical and experiential. Participants must learn the theory behind a new strategy or tool and then apply that practically in a controlled setting.

There are many modern experiential training methods available to companies including gamification, role-playing, simulation, and even virtual reality. Challenge Based Learning blends theoretical lessons with action-based assignments so participants experience real-life challenges and results as they work towards a solution to a real business problem.

Corporations who value employee learning are proven to be more satisfying places to work. That’s great news for innovative companies looking to attract and keep top talent. The bad news is many companies let a fear of corporate training get in the way of high-quality, deeply valuable opportunities for employees to advance their skills and learn new strategies.

Many of these corporate training fears are unfounded myths that are standing in the way of employee growth and advancement, better customer experiences, and more profitable business results. The following are nine common corporate training myths and the facts that debunk them.

Myth #1: Employees don’t have time for new training

Employees and company leadership alike both may initially view the idea of corporate training as an uninvited interruption to their already busy days. Sales teams are particularly resistant to new tasks that may get in the way of quarterly metrics and important commissions.

There are a variety of employee learning models that fit almost seamlessly into the busy schedules of employees of every level. Learning platforms, such as Challenge Based Learning, are cloud-based so they can be accessed any time, from anywhere. These platforms allow participants to individually tackle challenges and assignments in smaller pieces as they work towards completing the project as a group. A group leader sets deadlines and ensures the project stays on track. Individuals can work on assignments and sharpen skills in the parked car while waiting for a sales meeting, at the airport, or during a lunch break.

Additionally, new studies have found that “microlearning,” a method of learning that delivers content in small, specific bursts is actually a valuable corporate training technique. This better fits with the working style of the modern employee who is constantly bombarded by emails, meetings, and other distractions. A study by Dresden University in Germany found educational content delivered in small pieces was actually retained by participants 22 percent higher than those who received the same material in larger chunks.

Myth #2: Online learning isn’t as effective

As mentioned above, eLearning can actually be more effective than in-person consultancy or classroom learning because employees find it easier to fit into their busy schedules and focus for shorter periods of time. A comprehensive online learning platform will also combine proven methods of learning theory that motivate and engage participants more than a traditional eLearning course might do.

Working on short assignments both individually and as a group draws together problem-based learning, social learning, and action learning. The result is a full-bodied experience that continuously prompts participants to reflect on their group work, build new skills, and execute new ideas.

Myth #3: Corporate training isn’t big picture

Company leaders may all agree that training is great for employees in theory, but it doesn’t have measurable benefits for the organization as a whole. We couldn’t disagree more. Proper employee training trickles down throughout every level of company culture and customers.

Fostering an environment that educates, engages, and challenges employees directly affects how they interact with customers and clients. The right training arms employees to execute their roles better or in new ways. It can roll out a new corporate strategy that transforms the sales process, improve marketing, or impact development. Happier, more engaged employees positively affect the entire customer experience and that affects the bottom line.

Myth #4: Different types of learners make it impossible to create an effective training initiative

There are so many styles and methods to corporate training and employee learning that finding the right one to fit the unique needs of your company may seem impossible. From external consultants to eLearning to classroom experiences to internal training, it can be difficult to determine the major similarities and differences. Additionally, different brains work in different ways, and when it comes to educating the masses, corporate training is not one-size-fits-all. Or so you might think.

It is possible to find a solution that combines elements of all of these training methods into a single platform. In some cases, companies opt for a blended learning option of an online platform on top of a consultant to continue education, create consistency, and guarantee follow up. Participants can work individually and with the rest of the team to complete assignments and solve problems. And a combined approach of problem-based learning, social learning, and action learning keep every style of learner engaged and motivated.

Myth #5: Corporate training is too expensive

It’s true, corporate training, especially training that is rolled out for an extended period of time, can become incredibly expensive. Consultants charge an hourly rate that when taken in consideration of the scope of the project, is just not sustainable. Other training methods that require employees to travel or spend time away from their daily tasks could push any true ROI out by years.

There are corporate training solutions that are not overly intrusive into the daily lives of employees. This keeps productivity high and attention strong. Some subscription-based training initiatives are very affordable and promote an ongoing environment of learning and advancement.

Think outside the box. Some creative approaches to employee learning provide companies with the tools, framework, and content to execute training independently and allow companies to concentrate on critical business tasks without devoting significant time and resources to expensive development programs.

Myth #6: An outsider won’t understand our company’s needs

It is difficult to cede control of a strategy or initiative to an external group who lacks an insider’s understanding of corporate culture. But that should never get in the way of corporate training. Company initiatives such as new sales or marketing strategies, re-branding efforts, evolving roles, or new hire training require training created internally. This ensures the company culture and internal knowledge is enmeshed into materials and training activities.

Sometimes training must be handled by an outside consultant or service provider, such as a new software implementation or strategic initiative. In this case, it’s important to partner with someone who works with internal subject matter experts to best meet the needs of the end users. A high quality vendor will know how to design a curriculum that marries learning best practices with results-oriented challenges that meet the needs of your company.

Myth #7: Corporate learning doesn’t engage employees

Of all the training options for companies today, eLearning is often the most practical, scalable, and affordable. But traditional eLearning platforms fall flat when it comes to inspiring, motivating, and engaging participants. Companies who need to check a box for compliance or qualification purposes typically use eLearning platforms to do so. But traditional eLearning lacks the ability to instill a deep knowledge or lasting change of behavior for employees. Watching a video does not mean you’ve learned the subject.

There are modern eLearning platforms that do not fit into the traditional box of Learning Management Systems (LMS) because unlike traditional eLearning, they center on action-based collaboration that result in actual business transformation. Challenge Based Learning, for example, is a creative, activity-based framework designed to change employee behavior or work towards a solution to a specific company challenge. It engages individuals with assignments, fosters collaboration via group problem work and problem solving, and breaks learning down into bite-sized pieces for easier consumption.

Myth #8: Corporate learning is too theoretical

Effective corporate learning needs to be both theoretical and experiential. Participants must learn the theory behind a new strategy or tool and then apply that practically in a controlled setting.

There are many modern experiential training methods available to companies including gamification, role-playing, simulation, and even virtual reality. Challenge Based Learning blends theoretical lessons with action-based assignments so participants experience real-life challenges and results as they work towards a solution to a real business problem.

Myth #9: Corporate training lacks follow up

This may be true of traditional corporate training techniques, but modern corporate learning platforms serve as a combination of knowledge management, change management, and innovation management repositories. The ideas generated and knowledge gained by participants is collected, visualized, shared and presented via the platform. Participants can access this growing library of knowledge at any time during or after the training.

This fosters an environment of ongoing education and follow up. Participants gain new skills that are immediately put into practice.

Find the right corporate training solution for your company

The question is not if you should provide corporate training to your employees, it’s when. Don’t let the myths of corporate learning get in the way of advancing your employees skill sets. Fostering an environment of ongoing learning will improve employee satisfaction, customer experiences, and bottom line results.

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