The Traditional Approach: Training as an Event
Often, when confronted with a human-performance issue, the standard "solution" is to send everyone to a training event. While well-designed training can be an important part of performance improvement, training alone does not dramatically increase performance. In fact, studies of training impact show that the knowledge gained at a seminar or workshop deteriorates dramatically within a few days after the course. The problem does not lie in the training itself, but in the context in which that training occurs.
The following graph illustrates this dynamic:
Figure 1. The Traditional Approach, The Empowered Learning Model™
The bottom line shows the level of performance, and is the critical line in this graph. Knowledge (the top line) is important, but the real question is, how much knowledge has been converted into improved performance? Improvement in this "bottom line" drives improvement in the financial bottom lines of our organizations.
In the traditional approach, nothing happens before training, so the knowledge and performance lines stay the same. During training, individuals are exposed to new knowledge, and the knowledge line takes a significant leap higher on the graph. The critical issue, however, is what happens after training.
Note that after training the performance line on the bottom dips slightly. This occurs as individuals attempt to apply new knowledge to their old work environments. In a non-supportive environment, the resistance people encounter will often drive them back to their old ways of working, and performance returns to the original level. Since the new knowledge has not been applied, it is quickly forgotten. No performance improvement has occurred. Time and money have been wasted.
The Power of a Process
As illustrated in the graphic below, the curves change shape dramatically when a training workshop is part of an effective process of preparation, participation, and performance support, and is carried out in an environment of measurement and accountability.
Figure 2. The Power of a Process, The Empowered Learning Model™Source: Covey Leadership Center and FranklinCovey
