We must love lists because we are constantly bombarded with them in our culture.  I am as guilty as anyone.  Accepting that lists can be a harmless, funny, and sometimes helpful, when it comes to trends any list should be viewed with caution.  This is particularly important when it comes to training trends.  For example, in the late 90s e-learning was just getting started and many companies invested heavily in it without any evidence that it would meet their needs.  It wasn’t long before they began to ask if they were getting enough bang for their buck (that’s training speak for ROI).

So before you read the list below, let me offer a few tips when deciding which solution is right for your organization.

  1. What problem or opportunity are you addressing?
  2. Who will be affected, directly or indirectly, by your decision?
  3. What constraints will affect your decision?
  4. Have we addressed this situation before?  If so, how?  Is it working?  Why or why not?

Answering these questions should give you a good start on deciding what approach will meet your needs, the needs of your learners, and the needs of your organization.  When you feel you have answered the questions to the best of your ability, visit your training department.  They will be impressed with your work and will be happy to help you.

If you want to go beyond what I have provided above or don’t have a training department, I recommend purchasing Analyzing Performance Problems by Robert Mager and Peter Pipe.  It may not answer all your questions but it will help you ask the right ones.

So here are 6 training trends for 2010 according to Bottom Line Performance.

The 6 trends

  1. The need/demand to compress time.
  2. The shift from “training” to “learning.”
  3. The shift from F2F to online classroom.
  4. Rapid authoring (and we aren’t talking about Articulate here!)
  5. The new blend – formal and informal.
  6. Mobile and web delivery.

What is the common denominator?  Do more with less. Everyone is feeling the pressure to produce results.  Under these circumstances there is a premium on having access to reliable information that meets your immediate need.  That flies in the face of traditional event-based training.  However, simply providing access to more information will not automatically result in better performance.  Employees need access to the right information and need to know what to do with it.  That is where the learning professional comes in.  Supervisors need to partner with training departments to identify and resolve the performance issues facing their team.

For more perspective from Bottom Line Performance, you can view a slide show about the trends here.  In it you will see models of alternative delivery modes and recommendations for adapting to new ways to meet the performance needs of your employees.

Advertisements