Traditional Learning vs. High Impact Learning: A Big Difference

All across the world corporations are spending billions of dollars on employee training that produces very little business impact. 

According to Training Magazine’s Industry Report, in the US alone organizations spent a total of $55.8 Billion on formal training in 2006.  

However, as Dr. Robert Brinkerhoff points out, in his book High Impact Learning, “if we define ‘training impact’ as simply transfer of knowledge and skills to on-the-job performance, research indicates the impact of training is realized only for about 15% of all training participants.”

Tragic as that percentage is, he goes on to say, “When we define the impact of training more rigorously, such as application of new knowledge and skills to enhance performance in a way that makes a worthwhile difference to the business, then our evaluation studies typically show even more dismal results.”

Why such poor business results from training?  Why are billions of dollars producing such low business impact?  The answer lies in how training is aligned with the business.

Traditional corporate training often lacks alignment to business results.  Whereas High Impact Learning is very aligned to business results.

I’ve created a mindmap that illustrates the differences between traditional corporate training and High Impact Learning.  You will quickly see why the training efforts of those who use High Impact Learning are far more successful than those who don’t.

(Click on mindmap to enlarge)

For more information on High Impact Learning read Dr. Robert Brinkerhoff’s book High Impact Learning.  

You can also contact Advantage Way Consultants who specialize in helping companies leverage the tools and techniques of High Impact Learning.  Click here to contact an Advantage Way consultant.

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One Response to “Traditional Learning vs. High Impact Learning: A Big Difference”

  1. Ebay hot items Says:

    Very interesting blog, i have added it to my fovourites, greetings

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