Training Industry Magazine - July/August 2017 - 46

THE EFFECT

EFFECT

FIGURE 1

R

C
EA

TIO

N
LE

N
AR

IN

G
BE

VIO
HA

R
S
RE

T
UL

TIME
CLASSROOM
?

availability (often resulting in you being
able to take the training only a couple of
months later).

SITUATIONAL
The challenge of making training
situational and contextual for trainees
within a classroom setting is apparent
and dealt with in various ways. Role-

one could argue that this is merely
an attempt to solve a problem that is
unsolvable. For example, getting a real
situation into the classroom, or getting
the class into a real-life situation and
being able to practice with various
elements, (e.g., emotions and contextual
elements). Is the trainee then really
able to immerse fully in learning and
behavior in real life?

THE FLAWS

The result of a training program is based
on three things, as we learned from the
Kirkpatrick-Phillips Model: 1) reaction to
the program; 2) learning the intended
knowledge, skills or attitude; and
3) on-the-job application of what has
been learned.
Figure 1 visualizes the effect of different
learning elements. There is little
integration between reaction, learning,
contextual behavior, theory and practice.
A classroom setting will address learning
and touch upon behavior, but the result
(the thing the business manager will see
as return on investment) takes time to
reveal itself. Especially since the trainee
has to put the learning into practice in
his/her own context while dealing with
the madness and distraction of everyday
work. Furthermore, we all know that
practice makes perfect, and the ability
to keep re-echoing the learnings as time
progresses improves retention.

THE SCARCITY
The capacity of the classroom is very
limited if we think about the people/
trainers, the physical location(s) and the
time available for training. No matter
how big the demand is, your supply
is always limited and restricted to the
boundaries of people, place and time.
All very understandable and human,
but in this era of exponential growth
and availability of resources that used to
be scarce and not shared (information,
beds and breakfast, taxis, opinions, etc.),
one must think, isn't there another way?

THE CURRENT From a business perspective, it boils
to two major difficulties with the
STATE OF down
classroom/instructor-led way of training.
TECHNOLOGY Training capacity is scarce, and the result
and desired effect of the training takes
ENABLES US a long time to reveal itself from within
TO CONSIDER the trainee.
ANOTHER WAY THE TRAINING CENTER OF THE FUTURE
TO IMPROVE WILL OWN NO ACTUAL TRAINING FACILITY
ENGAGEMENT, Classroom/instructor-led training and industry at large. The same will happen to
TRAINING real-life training exercises will change in businesses: training will become a tool one
to come. Improving engagement, can utilize in a business process, instead
EFFECT AND years
demonstrating ROI and enhancing real- of disrupting that same process. Who will
outcomes increase the ability to repeat unleash this power? Which company will
AVAILABILITY. life
and remove the capacity impediment. transform their training department from
play, serious games or outdoor activities
are being used to get some of the
context (the real situation) into the
learning arena. While these activities
are sometimes beneficial for the trainee,

| 46

Bringing the situation/context of the
learning into the classroom, and bringing
the classroom into the comfort of one's
own living room makes a learning
experience boundless, immersive and
powerful, and will disrupt the training

a planning to a collaboration entity? What
content will be developed to capture the
hearts and minds of business managers
and their trainees? The future will tell, but
you can be the one shaping it.



Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017

https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2024
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20201112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20191112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
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