1. Current Delivery Methods Do Not
OvercomeLlearning challenges nor
provide a proven foundation for people to change.
"How people learn is as important as what they learn."
Dr. Richard Jorgensen
Organizations typically reward the 10% of top achievers in their business, and try to motivate the remaining 90% of employees "to step up to the plate".
Unfortunately, organizations provide the opportunity, but have not had the proven tools to successfully make this change happen. Businesses provide teaching as the solution when learning is the
The fact is, 77% of people today have learning challenges. A growing
percentage of people today:
Can't remember what they saw
Can't remember what they heard
Can't remember what they read
In addition, the medical profession reports that 9 out of 10 people cannot change, even if their life depended on it, as stated in the medical research article “Change or Die”.
To learn new information is often difficult enough in itself. To change "HOW we apply" new information when we have previously learned patterns and attitudes is a different story. Thus, the need to unlearn and re-learn is a mandatory part of training that must be addressed.
2. The Inability
to convert your intangible intellectual assets
to a tangible intellectual assets
Exactly what are “Intangible Intellectual Assets”? They are the "What" behind successful business operations. Intellectual assets are the wisdom and insight that is found in the top 10% of all stakeholders and needed by the remaining 90%.
Intellectual assets are the accumulated knowledge that allows you to handle crisis by “pulling the rabbit out of the hat” at the 11th hour. The question is not “IF” you have intellectual assets but how to capture them.
How do you do so in a way that does not burn out your 10% of top talent?
How do you protect them from theft and how do you share the wisdom with others effectively without diluting your strongest resources and disrupting critically needed workflow?
How do you do so in a way that Training and Education are the "transference of knowledge," where wisdom is the "how we apply knowledge"? This aspect of training will become even more and more important as employees are cut and the need for cross training and pre-training increases.
How do you do so in a way to reduce costs? Remember, only 20% of the cost of training is materials and 80 % of the cost of training is lost production.
How do you do so in a way that actually increases your asset base?