The Training Environment Software That Promotes Learning – An HR Guide
When investing money in training, it is wise to examine the not only the content of the proposed training but also the delivery style. There is plenty of reliable research to show the optimal environment for learning. One of the key findings is how the person’s mood affects their ability to learn. The moods of the individuals in the Training Environment Software are controlled by the person leading the training. Their feeling of optimism or pessimism is transmitted to the group members through non-verbal communication.
A downbeat trainer will stifle the ability of the group members to absorb and retain information. Participation in this environment is limited. On the other hand, an upbeat and genuine trainer with a sense of humour will encourage higher levels of retention, comprehension and participation. Unfortunately, many trainers put on a false enthusiastic front which is immediately recognised by the group members. They are attuned to the emotional messages sent out by the trainer and respond accordingly. The most effective trainers are the ones who are sincere and enthusiastic about this subject. They have unbounded optimism which communicates itself strongly to the group members.
If you can imagine a bell curve where the optimum learning efficiency takes place at the very top and boredom plus disengagement feature at the lower left-hand side. On the lower right-hand side we have anxiety. Both boredom and anxiety have this in common. Low learning performance. Where there are no challenges and no engagement there is no learning. Where there is high anxiety, pressure and insecurity there is no learning. How many trainers have you seen who are boring? How many trainers have you seen that fail to engage the group and when they do, create anxiety?
A certain amount of stress helps learning but if too much stress is applied, individuals are unable to learn and remember. The more tension that is present in the learning environment the poorer the performance of the participants. A good example is asking questions. If the trainer asks a specific question that is embarrassing or impossible to answer it is possible that the person being asked will stop participating. This is why better trainers ask what is known as “overhead questions” which are directed to the group as a whole and not to one single individual. This allows a dialogue to take place which is open to contributions from all people. This reduces anxiety and stress in the Training Environment Software.
Stress is also created by training programs that are strictly run to a timetable and don’t allow contributions to be made by the group members. Because this effectively reduces their engagement, many group members stop learning under these circumstances.
Asking questions and gently challenging existing beliefs the effective trainer will get the attention and the engagement of the group members. And when you think of it, this is necessary at the beginning of the training session for learning to take place.
