The right training can make a big difference in performance in business development situations.
When designing in-firm training, or engaging an external trainer, check that the programme you have in mind is founded on these important principles of how adults learn.
- Adults need to know why - check that the training passes the tests of "why bother with this anyway ?" and "why does it work this way ?"
- Adults have a deep-seated need to be self directed - training must offer options, ideas, and materials from which to choose the best option or path for each individual.
- Adults have a substantial volume and quality of experience - check that the training acknowledges the importance and relevance of this experience and does not set out to teach participants to "suck eggs".
- Adults become ready to learn when they experience the need to know - training must "sell" participants on the benefits to them of knowing about this: the WIIFM test (what's in it for me).
- Adults enter into learning experiences with either a task centred or problem-orientation to learning - check that training uses case studies, role plays, or other active situations in which the new material can be applied to improve outcomes.
- Trainer must have high credibility - check that the presenter has directly relevant credentials, knowledge, and experience, vocabulary and jargon to instantly relate to participants and cite examples of direct relevance.
Training based on these important adult learning principles has a good probability of being effective.
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