Saturday, I attended an interesting morning with AIF Lombardy, one morning when I met several people who I really appreciate it, and some that I had wanted to meet in the past.
Laura Colombo He organized the event and introduced the ’ day; I follow some interesting presentations and rich of stimuli. (Congratulations to all.)
Later, as scheduled, We divided into working groups in which we examined various themes.
Our group coordinated and inspired by Francesco Varanini It is busy “Training in times of crisis”.
Because at the end of the conversation group friends have asked me to present it to the other participants, Here is my summary of a conversation that generated for reflection and operating tips.
We have noted the theme “Training in times of crisis” in two aspects:
- Training: as it is and as it should be;
- As the bear market.
The original sin.
C ’ is a reflection that resonated loud and clear. For a long, too long, the formation has been proposed as a product that is not necessarily useful, but something that was worth doing since c ’ were funding. It was important that produce useful results for organizations … Why not cost anything.
And of course this circumstance has produced at least two consequences:
- you do not have developed skills in assessment of the anti-pesticide education;
- There is a perceived connection ’ (and often not even substantial) among the training activities and purpose for which they are or should be doing.
AS AND’ AND HOW SHOULD BE THE FORMATION
L ’ organizational learning is a social phenomenon that takes place in a group of people. In fact the ’ learning is change. If I learn return, If I don't change means that I haven't learned. The ’ learning produces a new way to view things that leads to act in a new way, more competent and effective.
This kind of change can only take place in ’ processes of dialogue and sense-making involving more people who together give way questions.
L ’ so all learning takes place in an Exchange ’ that collects many contributions, through a process socialrecombination of various perspectives, also very different.
Training as a transfer of knowledge from teacher to learners there appears so outdated. The conclusion is valid even for educational activities that are mostly content nozionistici, as the safety training.
The employees of a company not ’ choose to implement behaviours “sure” for the simple fact that we invited them in a ’ House, and we have racked in their information.
We have also cited the provocation of Harold Jarche It stresses that the classroom as a moment of ’ capacity building untied from work is a useless waste. According to him “the ’ learning is work, and the work is the ’ learning”.
Then the trainer's job is to create connected learning environments on the fly with operational reality and organizational needs. In these contexts it builds value for the participants and for the ’ organization.
BRING TRAINING IN MARKET
Among the various ideas that have emerged in the Group:
Need for taking responsibility. Those who propose learning organizations exceed “original sin” I mentioned above and I myself spoke, in a sense, about overcome team building.
It is’ must propose learning experiences linked so close to concrete needs of business. It is’ necessary define ROI. If the results of the training activities are not numerically measurable, then it serves a greater effort to document the changes that take place through educational activities. (I have positive experiences using other approaches such as “structured narrative changes“. The narrative also strengthens and consolidates the positive changes.)
Co-creation of formative proposals.
It is’ a ’ idea that sees a process in which the proposed educational project develops together customers who participate in the definition of the characteristics and contents. The process can play in various modes, including the conversation in social media where the various contributions and ideas combine to produce the finished project.
What I have neglected, and in General, what are your ideas?
Among participants in the group who made the conversation so interesting: Francesco Varanini (Coordinator), Elio Vera, Salvatore (Toti) Licata, Andrea Albanese, Emanuele Benedetti, Michele Curatella, Angela Ariola, Elizabeth Moretti; and I'm forgetting someone, I beg your pardon …
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