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Machines can teach tasks machines can do. Computers can teach you how to talk to computers. But neither is any good at teaching you how to work with those who can actually talk back. In the age of technology we spend much time simplifying and digitizing the training process. That simplification often includes plopping people in front of a computer and expecting them to learn how to work with people, but it doesn’t work well and here’s why.
Technology Doesn’t Talk
Well, actually it does, but it’s preprogrammed and predictable, most people are not. In soft skills, or the training courses that focus on communication, confidence, leadership or other less linear lessons, you’re teaching employees to use good judgment, to make better decisions or even manage the voices in their head. If everyone’s head, heart, background, and experiences were the same, a computer could teach them how to move ahead, but in most cases a person who can customize to the specific needs of the people in the room works better instead.
You Can’t Swim on the Floor
One of my favorite shows is the Big Bang Theory and in one episode the ever brilliant Sheldon talks about learning how to swim from his computer and on the floor for when the ice caps melt. When asked if he’d ever been IN the water to practice, he said “Well of course not, I’m afraid of the water.” It’s one thing to practice dealing with difficult people and many different scenarios on a computer, it’s quite another to learn to Make Difficult People Disappear in a classroom environment where you can actually prepare and practice, and in which your difficult person is present.
Introverts are Only Half of the Equation
There is a case to be made for the concept that computer based training was built for the more introverted part of our population. Even IF the computer talks to you or there is a video present, people don’t talk or stop talking at the push of a button. People don’t provide you with only multiple choice answers. People… are well, people and the training designed for those who think things through and follow a linear process of cause and effect may well only address the needs of half the population. If you want everyone to learn how to work with the people you lead, you may need to have a multi-medium (for example: webinars, training classes, and assessments) approach to training them how to do so.
For years corporations and industries have found cost savings in web or computer-based training and while there is value there, they are also starting to see the savings in skills, which does not readily produce results. Bringing in a multi-faceted approach for your learners will equip them to deal with computers AND people. For more information on leadership development and training provided by Contagious Companies, go to ContagiousCompanies.com.
I’m Monica Wofford, and that’s your Monday Moment. Have a great Monday, an even better week and of course, stay contagious!
Some good points, Monica. I once got into an online discussion about whether or not someone could learn to Foxtrot through an online course. I agree that some things (such as kinesthetic skills) require more than an online learning environment can provide. However, I doubt that Sheldon would have been any more prepared to swim from an instructor-led classroom course (sans any water in which to practice.)
I’m not as confident as you that classroom training is necessarily better than online for “people” skills. Why? Not everyone gets to participate equally in live training. The trainer or small group selects respondees to various exercises. There is seldom enough practice time built into the training to actually develop the new skills. Some classroom activities are forced or artificial, or even irrelevant.
And, bad face to face training is just as bad as bad online training. I, and you probably, too, have gone through some painful live training experiences. I wished I’d been given a book or an online course instead of suffering through the instructor-led training.
Can online training teach people skills? See http://www.worldwarfighter.com/hajikamal/activity/ Going through this online training prevents the learner from hiding in the group. While not really individualized, the learner sets the pace, can practice by going through the exercise multiple times, and can learn not just people skills, but people from another culture skills.
I’ve seen similar examples that work for teaching sales skills.
Not all online learning is like this, and your criticisms are mostly valid. But is it possible you should be directing your criticism to the bad design of online learning, and not online learning itself?
Hello Bob!
I’m honored by your feedback and particularly resonate with the last line about criticisms being pointed to bad design of online learning, versus online learning itself. I think you have a very valid point there and yes, when an organization takes a mere Power Point presentation that has been labeled “training” and makes it a mandatory viewing exercise, but expects it to create the implementation of new skills or use of new knowledge, it’s a problem.
You’re also likely right about Sheldon and I see where you’re coming from on the examples you’ve provided. Perhaps the discussion here is more about poorly designed and delivered training in general, as I also noted that you mentioned “not everyone “gets to participate equally” in live training and they certainly should be able to… if the instructor is engaging and paying attention, that is. 🙂
Looking forward to continuing the discussion and like your point of view! Thanks for sharing it with me!
Monica.