Training Industry Magazine - Fall 2015 - (Page 11)
The well-worn phrase "knowledge is power"
can be traced back to the seventh century
Islamic leader Imam Ali, cousin and sonin-law of the prophet Muhammad. The full
text of Imam Ali's utterance, as recorded
in the 10th century Nahj al-Balagha, is
"knowledge is power and it can command
obedience." Although this was true in
a world of information and knowledge
paucity, it is not wholly true today.
THE NEW TRAINER
CULTURE OF INQUIRY.
Today's world is not one of information
paucity, but of information and
knowledge abundance. The concept of
a profession whose primary role is to
keep and disseminate knowledge using
traditional teaching methods is rapidly
disappearing. While our schools and
universities - and, to some extent, our
training and development departments
- will continue to provide education
and training, one important aspect of
their function is changing. Their primary
focus is changing from packaging and
disseminating information to helping
people improve their ability to find the
"right stuff" when they need it, and make
sense of it when they have located it.
The fundamental role for teachers, trainers
and learning professionals is evolving
from one with a focus on transferring
information to one of supporting and
enabling continuous learning; from
teaching content to helping develop
transferrable skills; from providing learners
with detailed information to providing
strategies and cues to find the right
information when it's needed.
Work may still require that we memorize
and store core concepts in our heads,
but we don't need to memorize all
the additional detailed information that's
necessary to complete every task; we
simply need a map of where to locate it
quickly when it's needed.
OUR OUTBOARD BRAINS
Detailed data is increasingly stored in our
'"outboard brain" - in physical data stores
across the Internet, in data inside our
organizations' firewalls, in our personal files
and applications, and in our colleagues
The challenge for training professionals is to
find ways to adapt their approaches to this
new world of information abundance and
knowledge accessibility. Designing and
delivering content-rich and experiencepoor training courses is no longer either
appropriate or useful.
CONTINUOUS LEARNING CULTURES
We are fortunate that technology, the
force which has made information and
knowledge so easily accessible, can also
help learning professionals embed more
useful approaches in their work.
Ubiquitous connectivity and the ability to
retrieve information in seconds has removed
the need for dense content-rich training
courses. The best training is flipping from
being content-rich and experience-poor to
being experience-rich and content-light.
The new training delivery is part facilitation
and part curation. The role of the trainer is
T R A I N I N G I N DUSTR Y MA GAZ INE - FALL201 5 I WWW.TRAININGINDU S T RY . C OM/ MAGAZ I NE
- CH AR L E S J E NNING S
PERFORMANCE AND PRODUCTIVITY
becoming one of a guide who signposts
and helps people understand general
principles, techniques and behaviors.
The new trainer is also a curator, helping
people make sense of information and
knowledge, and adding value to it while
doing so. The new trainer cultivates a
culture of inquiry.
THE ROLE OF SENSE-MAKER
The new training and development
department has an important role to play
in sense-making, or supporting people
to build personal knowledge mastery
(PKM). PKM is a way we can ensure people
will work more effectively. My Internet
Time Alliance colleague Harold Jarche
has spent several years working on the
PKM framework using the seek-senseshare approach:
* Seeking: finding things out and keeping
* Sensing: personalizing information
and putting into practice what we
* Sharing: exchanging resources, ideas
and experiences with our networks.
When training delivery is interpreted as
meaning delivery of an agile, capable and
continuously learning workforce, and the
training and development department
has played its part, then we should be
proud of the way in which we have
embraced the changes.
Charles Jennings is a director of the Internet Time
Alliance. He is the former chief learning officer for
Thomson Reuters. Email Charles.
Table of Contents for the Digital Edition of Training Industry Magazine - Fall 2015
Delivery: Is This Where Technology Changes the Game?
Table of Contents
Guest Editor: The Pendulums Swing
Access Trumps Knowledge: Changes for Training Delivery
Hardwired to Learn
Using a Blended Approach When Crafting a Training Delivery Strategy
Planning, Developing and Implementing Serious Games
Let's Get Serious about Live, Instructor-led Training
Just What Employees Ordered: Personalized Adaptive Learning
Training with Pictures, Not Bullet Points
Using Microlearning and Information Design to Elevate Soft Skills Training
How Improvisation Can Drive Employee Engagement
Accelerating Expertise with Simulations
Technology and Trends Driving the China Training Market
Helping Buyers of Training Services Become More Savvy
Are Bad Communication Habits Holding You Back?
Measuring the ROI of Social Media within Your Organization
Training Industry Magazine - Fall 2015