In our previous post, we reviewed how successful retail furniture organizations understand the importance of investing in training and learning opportunities. It’s an investment that strengthens team members’ skills and motivates them to do better.
Hopefully you are well on your way to becoming a learning organization. In order to achieve a culture of learning, you need to understand the adults in your organization that you will be teaching and training.
Understanding Adult Learners
Once you have embraced the value, and prepared for change, it’s time to make sure you understand the complexities of your team. Structuring learning for adults can be an intimidating process. When you take some time to understand the mindset of the adult learner, you are better prepared to meet their needs and introduce programs that will resonate with them. This allows for long-term comprehension and productive application.
Workplace training programs, whether they are developed in-house or by an external resource, will be much more effective if the following principles, drawn from the discoveries of Kolb, Fleming and Knowles, are incorporated into the training materials and delivery (as applicable) so that training works with, and not against, the basic nature of the adult learner:
- Respect for the knowledge and experience
that participants bring to the table. - A format or facilitation process that encourages participants to share their knowledge and experience freely.
- Content that focuses on real life situations, addresses immediate problems, and offers direct applicability to their professional roles.
- A student-centric approach to program delivery that incorporates active involvement by participants in the learning experience, with instructors serving as facilitators and technological tools functioning as enablers and resources.
- A conscious effort on the part of facilitators and/or course developers to meet the needs of participants with varying learning styles.
One of the biggest challenges that employers face when it comes to employee development is ensuring that their investment delivers results. Understanding how adults learn, and then building that knowledge into your workplace education initiatives will greatly increase participant engagement, as well as improving skills/knowledge retention and application on the job.
Understanding the nature of the adult learner, how to best engage them and the benefits of buyin/empowerment is vital to leading a learning organization. Training professionals specialize in ensuring success development and impactful delivery as a result of understanding the adult learner as well as the organization.
Partner with the Right Resources
When working with outside firms, trainers and consultants, make sure they understand the working values of your organization. Implement programs that reflect those values.
You want to be sure to properly vet potential partners. The relationship between consultants and retailers is delicate. It should be one of mutual respect and common goals.
Be leery of outside individuals wanting to jump in and “train” without fully understanding your operation.
Certainly, some training more easily lends itself to a wider variety of retailer scenarios, but the best partner understands your operation fully before making recommendations and providing services.
Commit to Reinforcement
Understand that when the training is complete, the real work begins. In order to maximize value, the information needs to be constantly reinforced (activities, exercises, discussions). Have a follow up/through plan in place from the onset. You must ensure that the information learned is implemented. We have all been a victim of short-term enthusiasm, only to watch it fizzle.
A good consulting partner will leave you with information on how to reinforce the programs that have been implemented. Learning programs are a dynamic force for continuous improvement that need to be altered, amended and upgraded. Part of investing in training and consulting is investing in follow up.
What We Have Learned About Learning
There are many variables in the wider economic and competitive environment that retailers cannot control. However, retail organizations that are dedicated to the values of continuous improvement and growth show results that are well above the average. When adapted, these values positively permeate every aspect of an organization. Embracing the value of ongoing learning, preparing for and embracing change, understanding your employees as learners, partnering with the right resources, and committing to reinforcing the process is the formula for maximizing your training investment.
Our team of experts is ready to help your business transform into a learning organization! Contact us at 404-432-2137 to get started.
