“Conventional training methods deliver only a 4 per cent success rate. Ours are empirically proven to be ten times more effective.”

So says Robert Terry, founder and MD of ASK Europe plc, a global behavioural consultancy. His definition of “effective” is a change in the complex behaviours that underpin leadership and have an impact on business transformation.

According to Terry, while most commentators agree that the return on investment of training courses is poor, most organisations – via their L&D function – seek to address this by revisiting the design or delivery of the course itself, before invariably running another.

So where else should L&D be focusing? “New research indicates that the inability of training to create significant measurable improvement in workplace performance is more likely to be caused by a failure to transfer and apply new learning rather than by the shortcomings of the learning experience itself,” he says.

You can download this article free by subscribing and logging in as a Full TJ member

Price: £9.00

Related News

• The complete trainer
• Happiness guru urges trainers to adopt holistic methods
• Virtual reality building site is a first for UK construction training

Related Discussion Topics

• Insurance
• Train the Trainer
• Popular programmes

Latest News

• New award recognises organisations that invest in employee wellbeing
• Employers failing to Integrate talent management and diversity
• Health sector workforce skills need to be utilised more effectively, report finds
• Millionth worker completes training through Train to Gain
• Last week to apply for cash in return for help in NEET survey