June - What if we only needed to know what could alter the outcome?

Introduction

I have a problem measuring training by how much of it there is rather than how long it will take to consume it. Training should be assessed by how effectively time is utilized, especially with complex subjects. Think of it like the gas in your car tank: it forces you to plan your trip carefully or make rest stops to refill.

Consider this real-life scenario

Client: We want a two-day course on X.  
Me: Aren't you concerned about learner availability? Nowadays, people are busy and overwhelmed.  
Client: I'm not sure. I just know the material we have takes two days.  
Me: Put yourself in their shoes for a moment. Assuming a 9-5 schedule, that’s 16 hours of their time away from their current responsibilities.  
Client: Hmm, that’s true.  
Me: At best, people will retain only about 10% of those two days. How about we give them that essential 10% in just 90 minutes?  
Client: That’s novel, but they won’t see all the awesome content we’ve created.  
Me: Is it truly awesome if they don’t retain it?  
Client: Interesting point.  
Me: What can a two-day class achieve that a 90-minute, hyper-focused session can’t?
End scene.

Ask yourself: would you take your own training? Chances are, you wouldn’t.

I aim to focus on what you want the learner to accomplish to create a more impactful design.

Benefits for the client

• Save time: Shorter training sessions mean less time away from work, minimizing disruptions and hits to productivity.
• Save money: Reducing the length of training cuts costs related to resources, venue, and potential lost productivity.
• Quicker retention: By focusing on the most crucial content, learners absorb and retain information more effectively, ensuring faster application of skills.
• Greater impact: Concise, targeted training enhances the overall effectiveness, leading to better outcomes and improved performance.

Benefits for the learner

• Increased motivation: Learners are more engaged and motivated when training is concise and directly relevant, seeing immediate value in the material.
• Higher satisfaction: Respecting learners’ time with efficient training fosters appreciation and a positive learning experience.
• Continuous growth: Effective, focused training encourages ongoing development, promoting a culture of continuous learning and improvement.
• Positive change: Learners are more likely to implement what they’ve learned, driving meaningful changes in their work and contributing to personal and organizational success.

Conclusion

My advice? I strongly advocate for “learner-focused training” that prioritizes the learner over the content and employs a “need to know” measure. Don’t waste your learners’ precious brainpower showcasing content. Use it to make a significant impact in the shortest time possible.

Now ask yourself again: would you take your training? Chances are - this training - you would.