2-1 Is Training the Right Solution?

Cathy Moore, a well known e-learning designer, has a great flow chart to help you decide whether or not training is the answer to the problem your organization is trying to solve. For more information, watch her 8 minute video. Follow along with Cathy Moore’s Flowchart

Let’s highlight the following points in Cathy’s video in response to the question “Is training always the answer?” The answer is no.

• Training can’t fix poorly designed work processes
• Training won’t cover for poor management or when corrective action is warranted
• Training shouldn’t be for just ‘checking a box’ to meet professional development requirements
• Training doesn’t work when performance expectations haven’t been set
• Training will almost always fail if it isn’t supported by those at the top who control the purse-strings

So when does training work?

• When it has been identified that employees lack knowledge or a skill
• When work processes are adjusted to incorporate use of new skills
• When there is both participant and management buy-in
• When performance expectations are set, with a road map identified for how to achieve them
• When tools, resources, and funding exist to support the development

Imagine your boss asked you to sit in on a planning meeting next week to brainstorm a strategic e-learning initiative. How would you prepare for that meeting? What information do you think you need to gather? What questions do you need answers to? What would you say if he or she asks you about the kinds of support you would need from others? Spend a few moments thinking about how you might advocate for an e-learning program at your organization.