By Dr Ganga Sudhan
In the realm of professional development, a subtle yet profound shift is underway – one that transcends the traditional boundaries of training to embrace a more dynamic and engaging approach.
This shift lies at the heart of the difference between telling and showing methodologies in training intervention which can spell the contrast between mediocre outcomes and transformative impact. Ultimately, only the latter approach has the power to bridge the gap between theory and practice while also fostering a culture of continuous improvement within the workplace.
Traditionally, training interventions have often relied on the telling approach, where training consultants disseminate information in a one-size-fits-all manner. While this method may provide a basic understanding of concepts, it often falls short in bridging the gap between theory and practical application. Employees are left grappling with abstract ideas that lack relevance to their day-to-day challenges, leading to disengagement and limited retention.
On the contrary, the showing approach embodies proactive engagement, wherein training consultants tailor solutions to address specific organisational needs. By aligning training objectives with business goals and employee realities, training consultants empower staff to not only understand but also apply newfound knowledge in their roles. This transformative shift from telling to showing not only enhances training effectiveness but also cultivates a culture of continuous improvement within the organisation.
Central to the success of training interventions is the concept of contextualisation. Training consultants must immerse themselves in the intricacies of the organisation, gaining insights into its unique challenges, culture, and aspirations. Only by doing so can they design training programmes that resonate with employees on a deeper level, fostering a sense of relevance and ownership.
Consider, for instance, a sales team operating in a highly competitive market. By contextualising training materials to address specific sales tactics, market dynamics, and customer profiles, training consultants can equip employees with actionable strategies tailored to their reality. This approach not only enhances learning retention but also instils a sense of confidence and motivation among the staff, driving tangible results for the organisation.
Beyond the role of mere knowledge-sharers, training professionals must embrace their identity as agents of change. By adopting a proactive mindset and actively shaping the learning experience, training consultants can inspire meaningful transformation within the organisations they work with. This entails not only imparting knowledge but also fostering critical thinking, problem-solving, and innovation among staff.
Effective training goes beyond the transfer of information. It cultivates a culture of continuous learning and growth. As educators, training consultants have the power to ignite curiosity, spark creativity, and unlock the full potential of individuals and teams. By leveraging their expertise and influence, they can drive positive change that transcends organisational boundaries to shape the future of work in profound ways that will ultimately change the destiny of the business.
The complexities of the modern workplace call on training consultants to adopt a showing mindset in their practice. This entails a commitment to continuous learning, innovation, and collaboration with stakeholders that creates a continually growing basket of tools and strategies as well as the working knowledge of nuances across various industries. The following are some practical strategies that facilitate this transition towards a training professional who practises showing instead of telling.
The imperative of the showing mentality in training and development cannot be overstated. By transcending the confines of traditional training methodology and embracing a proactive, contextualised approach, training consultants can unlock the full potential of individuals and organisations alike. The vocal American educator John Holt observed that "Learning is not the product of teaching. Learning is the product of the activity of learners."
Let us indeed empower learners to become active participants in their own development, guiding them on a journey of discovery, growth, and transformation. In doing so, we not only elevate the practice of training and development but also create a brighter future for the people and organisations that we work with.