Why Custom Training Development Fails With L&D Blame

𝗖𝗿𝘆𝘀𝘁𝗮𝗿𝘁𝗲𝗿𝘀 𝗮𝗻𝗱 𝗖𝗵𝗮𝗹𝗹𝗲𝗻gee

I often find myself reflecting on the challenges organizations face with custom training development. As someone who has been deeply involved in learning and development (L&D), I understand how crucial effective training is to the success of any business. However, custom training development often misses the mark, and it’s all too easy to point fingers and assign blame. But instead of playing the blame game, I want to dive into why custom training development fails and how L&D can be a part of the solution.

Many organizations invest significant time and resources into custom training development. In fact, according to a study by the Association for Talent Development, companies that offer comprehensive training programs have 218% higher income per employee than those with less effective training. This statistic clearly indicates the value of training. However, when custom training development fails, it can feel as if all that effort is wasted.

Organizations often find themselves stuck in a loop of failed custom training development initiatives. Employees feel disengaged, and the return on investment seems non-existent. Let’s explore some common pitfalls while also considering how we can shift our perspectives and improve the entire process.

𝗦𝗼𝗻𝗴 𝗮𝗻𝗱 𝗗𝗮𝗻𝗰𝗲

First and foremost, we often see a disconnect between L&D teams and the stakeholders they serve. When developing custom training, I find that we frequently operate in silos. The L&D team designs training based on assumptions, without fully understanding the needs or desires of the employees. This leads to a mismatch between what is created and what is truly needed.

– The training may focus too heavily on skills that are considered “nice to have” instead of what is “necessary.”
– There can be a lack of engagement and participation in the training sessions, making it feel like a chore rather than a valuable learning opportunity.

To break this cycle, L&D must involve employees from the very beginning. In what ways do your employees learn best? What skills do they feel they lack? Actively seeking input ensures that the training is relevant and engaging. Custom training development should be a collaborative effort, not a top-down directive.

𝗡𝗲𝗲𝗱 𝗳𝗼𝗿 𝗙𝗼𝗰𝘂𝘀

Another common issue is a lack of clear objectives. We often jump into creating content without identifying the end goals of the training. A report from the Brandon Hall Group shows that organizations without defined training objectives have failure rates as high as 70%. That’s staggering. If we want our custom training development to succeed, we need to set specific, measurable objectives.

What do we want our employees to achieve at the end of the training? Is it increased productivity, improved knowledge retention, or higher customer satisfaction?

– Having clear goals not only helps structure the training but also enables us to measure its effectiveness afterward.
– When we fail to articulate our goals, we risk creating content that doesn’t resonate with anyone.

Let’s prioritize clarity. Involving stakeholders in defining objectives can make a world of difference. Together, we can establish expectations and create custom training that truly serves its purpose.

𝗙𝗼𝗿𝗴𝗼𝘁𝘁𝗲𝗻 𝗖𝗼𝗻𝘁𝗲𝘅𝘁

Custom training development can occasionally overlook the larger context. We may focus on skills, competency, or compliance but neglect the culture within an organization. The reality is that culture and context shape how learning is absorbed. Without acknowledging this, we risk training being ignored.

– Consider the environment in which your employees operate.
– How does company culture influence their learning styles?

If we take the time to understand the context, we can design training that aligns with the organization’s values and mission. For instance, if creativity is a core value, custom training development should nurture that creativity. This approach makes learning enjoyable and relevant.

Another reason for failure in custom training development is the lack of ongoing evaluation and adaptation. Too often, we create courses that are perceived as one-and-done activities. After the initial rollout, we rarely revisit or adjust the training. This lack of follow-up can severely limit the effectiveness of custom training.

– Continuous feedback from participants should be collected and analyzed.
– Are they finding the material useful? What challenges are they facing in implementing their new skills?

Training should be an evolving process, not a stagnant one. Implementing mechanisms for feedback and regularly revising content based on insights ensures that our custom training development remains relevant and effective.

𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗮𝗻𝗱 Psychology

Perhaps one of the most critical aspects of custom training development is understanding psychological barriers to learning. When we create training programs, we cannot forget that human emotions play a significant role in the learning process. If employees feel overwhelmed, anxious, or uninterested, they won’t absorb the training material effectively.

– Incorporate elements that address these psychological aspects.
– Create a supportive environment where mistakes are used for learning rather than fear.

Custom training development should focus on building confidence among learners. By emphasizing skills that allow employees to engage and participate actively, the learning experience can transform from tedious to dynamic.

𝗜𝘁𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗸𝗲𝘆

Finally, recognize that custom training development is not a one-time event; it’s a process. The world we live in is constantly changing, and our training programs must adapt accordingly. Upward trends in technology and shifts in market demands require us to stay agile.

I suggest adopting an iterative development approach. Small, incremental changes based on real-time feedback can lead to significant improvements. It’s essential to embrace a mindset of continuous learning not just for our employees but for ourselves as L&D professionals.

– Test programs in pilot formats before wide releases.
– Gather feedback early to adjust before full implementation.

Doing this allows for a more tailored approach that enhances the likelihood of success in your custom training development.

𝗧𝗵𝗲 𝗔𝗯𝗼𝘃𝗲 𝗣𝗮𝗿𝘁 𝗼𝗳 𝗧𝗮𝘀𝗸

As we wrap up this discussion, it’s clear that custom training development can indeed fail, but often, it’s not just L&D’s fault. By recognizing the common pitfalls:

– Disconnect between teams
– Lack of clear objectives
– Ignoring the broader context
– Failure to follow up and adapt
– Neglecting emotional aspects

We can design effective, engaging, and impactful training. As we strive to improve, let’s shift our focus from blame to collaboration, iteration, and a commitment to the learning process.

I encourage you to take your custom training development efforts a step further. Identify these challenges within your organization and look for actionable solutions. By embracing a culture of continuous improvement, we can create sustainable training programs that serve everyone involved. Let’s do this together!

For more insights, feel free to explore a world of possibilities through custom training development. Reach out and let’s embark on this journey together!