A Corporate Training Paradigm: The Innovators

Second, create prescriptive learning paths. Many organizations provide initial training for new employees or managers. After three to five class days, attendees may receive a certificate of graduation and are considered qualified to perform a job. But full proficiency takes much longer. What happens from graduation to full proficiency is a mystery.

Learning paths are different. They are sequences of reading, training, practice and structured experiences from start-up to full proficiency, with the emphasis on practical instruction on how to perform all aspects of a job. Structured learning paths typically reduce time to proficiency by 30%.

Third, measure knowledge/skill changes. Employees often complain that managers don't value training and development. This all changes when knowledge/skill ratings of a manager unit are made public. Hold managers accountable for skill improvements.

Many trainers are quick to argue that their work cannot be measured. And they may be right because of the difficulties in measuring the impact of generic leadership courses or classes in emotional intelligence under today's training model of unconnected programs.

However, when training is comprehensively structured around a job, performance changes can be easy to measure. Stop the elective classes and build complete, prescriptive paths for your most critical positions. It's time to change the paradigm.

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