Building education and training to change mindsets, not just teach skill.When it comes to business training and education, there can often be a focus on the ‘training’ itself to help fix the problem that most business owners, or marketing leads identify in their strategy or teams.
As you can imagine, planning to achieve either one of these two outputs is very different. You can not expect learning content alone to influence the results after the training has concluded. Most learners would report feeling higher levels of motivation 2 hours after a training session. But that motivation and enthusiasm for a new subject has diminished just 10 hours later. This is a problem for businesses - training costs are not small, and when investing in your teams through training, you want the biggest bang for your buck. This is more than fancy training folders and a nice cup of tea as you go. This is training that is designed to deliver real tangible benefits and outcomes for your people and business. - Most marketing training needs to be built in a bespoke capacity. This is for a couple of reasons; Why should training be built bespoke?There isn’t a one size fits all marketing approach for all businesses.Time needs to be taken to look at the business and brand in question, to ask questions and explore the historical context of the learners involved Change behaviour needs reinforcement and motivation..You can’t just tell someone to change their thinking. People need the space to arrive at the rationale for the change themselves, to see the urgency and the personal opportunity being afforded to them. Until you start asking questions of learners current knowledge level, you cannot build training programmes that are appropriate for all.Treating all learners as the same is often the mistake other training companies make. Whereas we all know in marketing environments, the level of knowledge is different between roles. Some need an overview and an understanding, others need to know the technical in’s and out’s. Identifying working barriers to change.You cannot effect change until the barriers to the change have been identified, discussed and solutions created. Only then can we begin to create training that addresses the issues and barriers at the heart of the behaviour you are looking to change. Adults learning needs many differing touch points in learning environments to embed new knowledge and change future behaviours. This will be virtual, it will be real world, it will be 1-2-1, or in groups. There are seven different learning styles, all of them should be considered in a training build or pitch. They can be identified by the trainer when conducting a training needs analysis, and are a great example of why bespoke is best.- The 7 Learning StylesVisual LearnersVisual learners learn by seeing visuals and graphics that help illustrate the narrative or subject. For example, this might include a visual timeline. These learners supposedly retain information best by viewing visuals or images and respond well to colours and processes like mind maps. In digital environments, this is using diagrams and visual customer journeys to show the journey across your touch points. Kinaesthetic learnersThese are the learners that learn by doing. In our digital environments this could be step by step demonstrations and activities on software and platforms. It could be facilitated role play or other hands-on approaches. Aural LearnersAural or auditory-musical learners retain the most information after hearing it. This could be through podcasts and videos, case studies and learning from others experiences. In a marketing environment its important to keep up to speed with other marketeers, so podcasts and linkedin audio events like Seedily's Linkedin Live audio show, How's It growing? Social LearnersSocial learners work best in group environments where they can participate in activities such as quizzes and study groups. Classroom environments are important for these learners, who bounce ideas of others to validate their learning. Lock down and remote working kiboshed this slightly. Social learners are also great problem solvers, and thrive in conversation with others. Solitary LearnersSolitary learners supposedly work best alone. Making their own notes and using their own systems for retaining information. They thrive in finding resources to support their learning more. Most of us will have had to of done some solitary revision at some point in our lives. Verbal LearnersVerbal, or linguistic learners respond well to written or spoken words, using tools like rhymes and acronyms. We all did this at school, right? When learning things like our times tables. Coaching and mentoring is a great example of how the power of verbal can deliver real tangible training outcomes. Logical LearnersLogical learners use logic and structures in order to learn effectively. The use of numbers, stats and research is important here. It helps these learners justify the context of their new found knowledge.This is vital in a digital environment. Data is something us marketers use to back up campaigns and prove return on investment. Why work with a consultant based educator like me?
It’s the difference between telling social media teams they need to engage with your audiences, to showing your teams systems and tools for allowing that to be a.) desired in the first place, and b.) integrated into the day to day.
A consultative trainer building bespoke learning, over a prolonged period of time, will always deliver more value and is far more likely to achieve business objectives. I have experience in building and delivering training for some of the biggest brands in the world. Building unique learning plans, content and support mechanisms to deliver business change through learning. If you have a need, get in touch, happy to chat it over and if I can help, I will. Comments are closed.
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