COLUMN - Spotlight On Change
end up being the most frustrated when time invested does not yield higher or aligned performance.
Each team member will learn differently. Cognition can and does have limits and needs to be recognized as a major contributor to learning success. If the brain is a giant processor, cognitive abilities will be the cogs turning within.
Differing content, delivery modes and methodologies will fit into those cogs in a variety of ways, helping or hindering the level of understanding.
How to address this:
If you wish a team member’s level of cognition to increase, consider research. There are many brain science or brain gym techniques available on the market for trainers to get to know. Research these to help others learn in the best possible way they can.
3. Maximized Learning Opportunity
Could you, the trainer, unintentionally be the cause of someone’s learning challenge?
Have all barriers to learning been cleared before the training starts? Have you matched the learner’s preferred learning style? Have you provided back up resources for reference? Was the learner’s own reality investigated and considered e.g. training on the side of a hearing impediment, or on a day when his mind was on a concern at home?
How to address this: Re-visit your delivery basics and spend time getting to know the learners well.
People will not simply change the way they work because you ask them to. Humans need to believe in the reasons why and how a desired corporate core skill will not only help the organization but also help themselves.
Debbie Nicol, the managing director of Dubai-based business consultancy and learning organization ‘business en motion’, working with strategic change, leadership and organizational development, assisting businesses and leaders to move ahead.
http://www.businessenmotion.com