It's 2:00 PM and my eyelids are waging a losing battle against gravity. I’m trapped in the ninth circle of professional development hell, aka slide 98 of a presentation promising to "inspire and ignite your team's passion." (Spoiler alert: the only thing igniting is my burning desire to escape.)
The presenter drones on, oblivious to the sea of glazed expressions and dwindling snacks. I think I may start screaming loudly and uncontrollably…or maybe fall asleep and start snoring. Hard to say at this point. But what I am really thinking is:
HOW MUCH ARE WE PAYING FOR THIS TORTURE?
WHO IN THEIR RIGHT MIND THOUGHT WE NEEDED THIS?
Sound familiar? Well, if you are reading this, I believe there is at least a 99% chance you have sat through at least one well-intentioned training that fell short of meeting your needs. Why is bad professional learning (CEUs/CEs/Training) frequently so…uhm…bad? Let’s take a deeper look at why this is often the case and, as leaders, what we can do about it.
Generic Training Programs
U.S. companies spent a whopping $101.6 billion on training in 2022-2023. But a big chunk of this goes to programs that just "sound good" or tick compliance boxes. These one-size-fits-all solutions might seem great at first glance, but they are often as ill-fitting as mom jeans.
The Hidden Costs
Lack of Retention: 70% of employees forget what they learn within a week. Ouch!
Generic content lacks context and relevance
Information overload leads to overwhelmed learners
Passive learning methods fail to engage
Misalignment with organization-Specific Challenges:
Generic programs can't address your unique organizational needs
Result: irrelevant content, missed opportunities, and frustrated employees
Employee Disengagement:
Lack of personalization leads to boredom and disconnection
Disengaged employees = higher absenteeism, lower productivity, and reduced profitability
Opportunity Cost:
Time wasted on ineffective training is time lost from core responsibilities
Delayed skill acquisition and missed innovation opportunities
The Solution: Tailored, Application-Focused Training
Align with Adult Learning Theory (Andragogy):
Adults need to know why they're learning
Training should be immediately applicable and task-oriented
Allow for self-directed, problem-centered learning
Focus on Application-Based Learning:
Use role-playing, project-based learning, and real-world case studies
Implement Continuous Learning Initiatives:
Offer microlearning, structured learning paths, and peer learning opportunities
Measure and Adjust Based on Business Outcomes:
Define clear metrics and collect diverse data
Continuously refine and enhance your programs
Remember, the goal isn't just to train employees—it's to empower them with the specific knowledge and skills they need to drive your organization forward. Are you investing in genuine education, or risking the high cost of ignorance? The answer could be the key to your organization's future success.
Comments