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

| 59


https://www.trainingindustry.com/magazine

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

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
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
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
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
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
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008spring
https://www.nxtbookmedia.com