Conservative estimates suggest that billions of dollars will be spent on employee training programs by U.S. companies in 2018.
What’s of much greatest interest to me are the results of post-training surveys to obtain feedback from program participants and their supervisors:
o Immediately after a program, a high-percentage of respondents (more than 75%) predicted that the program would have significant impact on what they do and how they do it.
o One month later, a high percentage of respondents said the program had had some impact.
o Six months later, a high percentage of respondents said the program had had little (if any) impact.
What’s the problem?
Opinions vary, of course, but there is near-unanimous agreement about one reason that formal training programs either fail or fall far short of expectations: Participants are passive recipients of knowledge transfers.
As the Brothers Heath — Chip and Jeff — would suggest, the material lacks stickiness.
What’s the solution?
Here’s my response: Self-directed, customized, and interactive machine learning programs that are customized to the specific needs of each participant.
If you want to know more, please contact me here.