Training Industry Magazine - January/February 2018 - 59

LEARNER MINDSET
MICHELLE EGGLESTON

LEARNING IS A
PERSONAL EXPERIENCE

Being selfish is typically frowned upon
in most areas of our lives. The adage,
"There's no I in team" comes to mind
when an individual is ridiculed for
exhibiting a self-centered attitude. But
in training, these rules don't exactly
apply. In fact, there are two I's in training.
When you think about it, learning
is a personal experience. It's about
self-exploration, gaining knowledge,
building confidence and expanding
skill sets. Regardless of how it
occurs or whether it's for personal or
professional growth, learning is about
the individual.

LEARNING IS ABOUT
THE INDIVIDUAL.
In corporate training, we must realize
that each employee is unique, and these
differences will influence outcomes. As
an example, consider one department at
your organization where multiple people
perform the same job. Now, think about
the backgrounds of these individuals
(e.g., education, experience, age, etc.).
Then, consider their weaknesses and
strengths. And finally, consider their
interests and long-term goals.
While these individuals may perform the
same job, they are dynamically different
people who will progress at different
speeds and interpret information
differently. In this context, we can see
why a one-size-fits-all training program
would fail to meet the needs of all
the employees.

THE RISE OF
PERSONALIZED LEARNING
Technology is transforming our lives
- both inside and outside of the
workplace. Today's learners have grown
accustom to personalized experiences
in their day-to-day lives. From consumer
websites recommending products based
on previous searches to GPS tracking
offering a recommendation based on
your specific location, it is only natural
for employees to expect that same level
of customization in training.
Modern learners want to be at the center
of the learning experience. They are
concerned with the specific skills they
need to perform their job and focused
on the speed in which they can achieve
growth. Before sinking their time into
countless hours of training, learners
want to understand what's in it for them
and how their role is making an impact
in other areas of the business.
Personalized learning is engaging
and impactful because it provides
the relevancy learners want and that
organizations need to meet business
goals. For example, adaptive learning
technologies can monitor the progress
of employees, providing learning and
development (L&D) with data and
insight
into
their
performance.
The technology uses a questionbased approach to check learner
comprehension and enables the learner
to place-out of content they may
have already mastered. This ensures
the learner is not wasting their time
on content they already know and

allows them to focus
challenging information.

on

more

COMING TOGETHER
The learner is just one side of the
equation. The priorities of the business
must also be taken into consideration
when developing corporate training
initiatives. When you get down to it,
high-performing organizations develop
training programs that reflect the needs
of the business. L&D must translate the
organization's mission, values, goals
and objectives into training programs
that will maximize the performance
of its employees to deliver on the
intended outcomes.
While the learner and the business
operate with individual goals in mind,
L&D must serve as a "liaison" advocating
for the needs and expectations of both
audiences. Training is the catalyst to
driving organizational performance. It
could be argued that L&D should view
those two I's in training as representative
of the learner and the business. One is
irrelevant without the other.
Without strategically aligned training
programs, organizations will likely fall
short in preparing their employees to
meet their goals. By acknowledging
that learning is a personal experience,
L&D can bring relevancy to training
that will benefit the learner as well as
the business.
Michelle Eggleston is the editorial director at
Training Industry, Inc. Email Michelle.

T R A I N I N G I N DUSTR Y MA GAZ INE - ADAPTING LEARNING 2018 I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

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Table of Contents for the Digital Edition of Training Industry Magazine - January/February 2018

http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008spring
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