In this highly a competitive business world of rapidly changing conditions the management competencies of yesterday often no longer serve today’s challenges. Yet why do so many “training programs” fail to deliver? We hear executives complain about this all the time. It’s usually because the “training solution” delivered is incomplete. You can’t expect change by just providing new information. The issue is that you have to change the knowledge set – which includes properly framing the opportunity but also changing the behavior. People find it hard to get motivated by:
- Tedious management development programs based on lecture
- Old classroom thinking that uses passive learning
- Endless PowerPoint presentations that fail to engage the mind or the emotions
- Programs that confuse information for real knowledge transfer
Over twenty years ago, we changed the paradigm and started talking about the vital importance to learning of engagement, long before this was discovered by others. We saw the traditional classroom model failing to appeal to managers as adult learners. Instead, we reframed the learning model and junked the teacher-student relationship as no longer relevant to management learning.
This means:
- The “student” becomes the client
- The “teacher” becomes the coach and consultant
- Activities shift from lecture to learning by doing
- Engagement is King. Without it, the “goodness of the topic won’t matter.
- The outcomes move from knowing something to work deliverables
- The direct benefits move from knowing more to personal and team action plans
New information only translates into real knowledge when it can be applied. This includes on-the-job situations behavioral change. We carefully craft our programs to support your broader organizational initiatives. We avoid the broad based, conceptual, focused-on-theory not application, lecture driven approach. Check out some of our program materials to see how they are different.
Engaging Programs Q&A
