Oprah Winfrey often talks about what she refers to as “teachable moments” – moments when something bad occurs and you can turn that bad situation into something positive. Basically, the lesson in the message.
Like suitcases, you can’t cram human brains beyond their capacity and expect them to function well. Crammed suitcases are prone to broken zippers and wrinkled clothes. Overloaded brains struggle to recall information.
Throughout the training development process, the goal is the development and implementation of a course that facilitates learning. Since that process is built on humans, we know that it can never be perfect.
Creating an environment where employees can thrive even when they encounter a competitive marketplace of wrenching change is the primary reason to train them.
the new era isn’t just about a shift in technology and tools. It’s about a shift in mindset toward a design that’s focused around what matters most for the success of a business: the employee.
Overwhelmed by the plethora of information, learners feel that they no longer have time for classes, let alone curricula that force them to take a linear view. They want to learn, but they expect a consumer experience.
About 15 years ago, FranklinCovey embarked on a journey to transform from a company focused on training content to a company focused on training results.
The story about the cobbler’s children, who, ironically, never had shoes, is also true of training departments.