Comments on: Unplanning Learning: Debunking the Merits of a Traditional Corporate Curriculum

By: toni

toni — Mon, 25 Sep 2006 14:12:25 +0000

I agree with you about the ROI, and the donuts :). I feel that real learning is personal and your approach to find a different “classroom” for training is a great start. I hope and pray that companys can let go of the over-planning training and allow everyone to find their learning. I love the “No Sheep Dip!” philosophy.
I also look forward to reading more answers to Terrence’s questions.

By: Lisa Haneberg

Lisa Haneberg — Sun, 24 Sep 2006 21:23:39 +0000

Toni:
Sounds like you had a great training experience. Some people do. Sheep dip training is not a waste for all participants. But if you look at the group as a whole and at the classes as a whole, often the ROI comes out looking pretty darned bad.
Content makes a difference, facilitators make a difference, culture makes a difference, context makes a difference. Heck, even the brand of donuts make some difference. But the million dollar price tags still make me go OUCH at the end of the day…

By: toni

toni — Sun, 24 Sep 2006 16:13:19 +0000

Okay you guys, I’m jumping in! Great article Lisa and I agree that the whole concept of corporate training needs to be examined. I think the self-motivation for learning has to part of the process so a personal connection is a must.
Interestingly enough, one of my best trainings started as a 2 day Sheep Dip “corporate training” class for communuication skills. Imagine me and a room of 150 managers of a resort reluctantly sitting together for a class on customer service communication. It was not a fun start, but at the end of the class there were about 20 of us who really took the lessons to heart and were changed by the experience.
Why? The teacher made it great and I was in serious need of the lesson (though I did not know it at the time). The teacher was dynamic, energetic, and funny as heck. In fact I endeavor to model my training style after her approach. She was able to keep our attention for those two 8 hour days and even allowed our little group take it to another persoanl level while the rest of the 121 managers were still thinking of customers.
Since then I have incorporated the lessons learned in that class and have taught my lessons to others. The skills I learned those two days has changed how I have communicated with others and to this day has served me well.
Would I have had this Aha! moment if I was not exposed to the Sheep Dip? Probably not. Does this mean that we should keep the Sheep Dip approach? I say in moderation. Like a Liberal Arts curriculum in college, I think we do need to expose ourselves to all types of learning and give those reluctant students a chance to meet great teachers. So can we do both? Can we have effective training that exposes us to learning and then nurtures the spark? Is the coffee shop meetings the next generation of adult school?

By: Rosa Say

Rosa Say — Thu, 21 Sep 2006 23:44:35 +0000

There must be some latent geek in me Dave, for I had taken an Excel class once which was the most incredibly eye-opening, and empowering class for me — and the instructor was far from memorable. It was the subject matter that excited me. Compared to now, not many software choices existed at the time I first learned Excel, and I thought the program was pure magic. To this day, there’s nothing like learning a cool new macro” if Beverlee was here in Hawaii, your comment would stir me to quick action signing up for her next class.

By: Lisa Haneberg

Lisa Haneberg — Thu, 21 Sep 2006 13:14:58 +0000

Greg – that’s great. I hope that organizations start asking for learning models and structures that go beyond the usual Needs Assessment -> Class List approach.
Dave your story about your Excel class is great. We need more trainers like that! I have never been to a computer class that measured up.

By: Greg Balanko-Dickson

Greg Balanko-Dickson — Thu, 21 Sep 2006 12:53:26 +0000

Hurray!
I was so encouraged to read your post Lisa, I am in the process of building a series of tools for my business owner clients. The whole purpose is to tap into the individuals personal interests, motivation, and desire for growth.
The early prototypes have been amazing in producing results and helping people overcome their self-imposed limitations plus understand complex information and get into action.
Thanks for the affirmation!

By: Dave

Dave — Wed, 20 Sep 2006 18:48:45 +0000

How timely. I just walked in the door from taking a day long Excel class at the University of South Florida. I commented on the survey card that Beverlee, the instructor, was one of the best I’d ever encountered. On the way home I thought about clarify my own self in order to write about the experience. So I will.
Beverlee’s passion to teach beamed sunshine throughout the room. She injected just the right amount of humor to maintain smiles and keep eyebrows from plummeting. Ewwwes and ahhhs could be heard from us students when she unvailed the dastardly secrets behind such things as the auto-sum. I can’t remember hearing such animation drawn from students.
Now, another reason this experience might have made such an impact was the topic: Excel. Excel has tormented me like an abscessed tooth. Maybe learning a bit about it was like having the tooth pulled…much like what is said above about topic.
This is a most pristine view of learning Lisa!

By: Rosa Say

Rosa Say — Wed, 20 Sep 2006 16:47:24 +0000

Great suggestion Terry; I’m sure that Lisa’s article has hit home with many of us.
What about it Ho‘ohana Community? How would you answer Terry’s questions? Let’s keep this great conversation going.

By: Terrence Seamon

Terrence Seamon — Wed, 20 Sep 2006 15:23:05 +0000

Great topic! And I generally agree with your argument, Rosa.
I especially like this line: “As trainers, coaches, and managers, the way we approach helping employees learn is more important than anything.”
Amen!
Like you, I’ve seen a zillion training programs over the years. Most were forgettable and have faded away in my memory. But a few stand out.
Maybe a way of figuring out how to design and deliver meaningful training is to focus on the few that have remained in us and ask:
“What was one of the most memorable learning (or training) experiences you ever had? What was so memorable about it? Why was it so memorable? How did it affect you? Change you?”
Perhaps from this sort of analysis can come a set of design principles that a client can use to envision a meaningful approach to learning.
Terry

By: Rosa Say

Rosa Say — Wed, 20 Sep 2006 14:44:36 +0000

Good point. Gotta say I do get weary of explaining that training gets relegated to “a flavor of the month thing” which “never sticks for us” because the inertia of a broken work culture has taken over as the playground bully.