challenges of effective corporate education 1365

8/2/2019 Challenges of Effective Corporate Education 1365

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Murphys LawAnything that can go wrong will go wrong


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Definition of Insanity?

Doing the same thing over and over againyet expecting different results.


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Challenge of Effective

Corporate Education

Translating Knowledge intoSustainable Business Results

Dr. Hossein Nivi


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Effectiveness Must be Learned

Intelligence, Imagination, and Knowledgeare essential resources, but onlyEFFECTIVENESSconverts them into

results. By themselves, they only setlimits to what can be attained.

Peter Drucker


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Traditional Training Model

Learn

Teach

Do


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TRILLION $$Have Been Spent on this Model

Where are the results?

Why doesnt it work?


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Why Doesnt it work?

Attempt to answer that question byconducting a Failure Mode and EffectAnalysis (FMEA)


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Knowledge

Teach

LearnActionable Item

Apply

Reward and RecognitionReplication

Sustainable Business Results


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Input Output

Noise Factors

Control Factors

Error States

FMEA: P-Diagram


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Knowledge

Teach

Learn


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Teach Learn

Noise Factors

Control Factors

FMEA: Teach to Learn P-Diagram

Not taught at correct time

Doesnt learn

Partial learning

Irrelevant learning

Learning Error States

Course Timing

Delivery MethodTarget Audience

Instructor Profile

Environmental Distracters

Learner Attitude / Aptitude

Different Cultural Learning Styles

Competing Priorities

F il M d d Eff A l i


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Failure Mode and Effects AnalysisFunction Failure Mode Effect Cause

Learner not taught the information at

the correct point in time

Learner has forgotten the information

by the time that they need to use itand they are unable to apply the

methods / tools AND learner

becomes frustrated and develops a

negative attitude towards learning as

well as resistance to future learning

Learner does not know the optimal

time to take the learning interventionOR learner does not have the time to

take the learning intervention at the

proper time OR learning intervention

is not offered at the right time OR

completion timing for the learning

intervention is arbitrarily mandated

Learner does not learn any of the

information that was taught

Learner only learns part of the

information that was taught

Learner learns information that is not

relevant

Teach

to

Learn


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Teach to Learn : Failure Mode: Learner not taught the

information at the correct point in time.

Effect: Learner has forgotten theinformation by the time they need it.

Cause: Learner does not know or is not

able to take the training at the optimal time.

Failure Modes of Traditional Model


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Lets look more closely at the realities of

Teach to Learn.


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Father Sarducci Clip

YouTube - Father Guido Sarducci's FiveMinute University
http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4http://youtube.com/watch?v=kO8x8eoU3L4


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Knowledge to SustainableBusiness Results

K

T

L

Teach to Learn


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Knowledge

Teach

LearnActionable Item

Apply

Reward and RecognitionReplication



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Failures Modes of Traditional Model

Learn To Actionable Item: Failure Mode: Unable to translate

learning to real world application

Effect: Wasted money, no progress,frustrated learner

Causes: Learner doesnt have needed

experience, taught poorly, or lessonstoo narrowly defined


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K

T

L

AI

A

RR

Apply to Reward & Recognition


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and the realities of the rewards and

recognitions that may follow application ofthe learning.


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Career Builder ClipsYouTube - CareerBuilder.com:Monkey Business (Up - Down

Profitability)
http://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHghttp://youtube.com/watch?v=M1owcncKCHg


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K

T

L

AI

A

RR

R

SBR



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One improvement method is to better aligntraining with business goals, create a pullin the system.


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K T L AI A Business

GoalsRR R SBR

K T L AI A

BusinessGoals

RR R SBR

Alignment With Business Goals

Knowledge to Sustainable


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0102030405060708090

100

Knowledge

toTeach

Teachto

Learn

Learnto

Actionable

Item

Actionable

Itemto

Apply

Applyto

R

ewardand

Recognition

R

ewardand

Recognition

to

Replicate

R

eplicateto

Sustainable

Business

Results

80% Process Yield 50% Process Yield 20% Process Yield

Process Yield at Each Stage of Translation

Knowledge to Sustainable

Business Results


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Why is the yield low, even with betteralignment? Too many potential failuremodes.

Improving the existing model is not theanswer. CHANGE THE MODEL


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K

T

L

AI

A

RR

R

SBR

Knowledge Loss in Traditional Model


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K T L AI

A

RR

R

SBR


New learning model

combines multiple processsteps

allowing for better

system results


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In addition to reducing the opportunities forfailure, the new model should engage allthe senses of the learner for a lasting

(water-tight) learning experience. Listeningand seeing is not enough. For reallearning and behavior change, we also

need to feel, hear, see, smell, touch =EXPERIENCE


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Experiential Learning

Captain Kirks version

St T k Cli


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Star Trek Clip

E i ti l L i


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Experiential Learning

Our version

"I hear and I forget I see and I remember I do


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Knowledge

Experience

Understanding

Believing

Being

"I hear and I forget. I see and I remember. I doand I understand.-Confucius


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The Problem: Learners Have No

Opportunity to Practice What they Learn

Learn

Teach

Do

Solution:


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Solution:

Create a Practice Field

Learn

Do Practi

ce

Teach


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In Closing


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In Closing,

History shows that the traditional methodof training in Corporations has notdelivered sustainable business results.

Do we continue to do the same things over

and over and expect different results? Or do we re-invent the education model

and condense teaching, learning and

practicing into an experience with lastingresults?

challenges of effective corporate education 1365

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