It sounds obvious but learning has to be applied and practiced. That means the content has to be practical, but there also has to be a process of application, practice, review and accountability.

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Why Process is Critical in Management Training

While content is important, process is critical. People learn through actively making the content their own rather than simply receiving information (another key flaw in the passive learning workshop model). Learning is a form of ‘mental doing’ — there is no learning without effort. For children, this is the effort of repetition and memorising rules and formulas. For adults it’s the effort of applying concepts to real life. As Seth Godin says, we learn best by ‘working stuff out’ for ourselves. Learning is less about receiving information and more about absorbing it, internalising and making it ours. Learning happens when we do something.

Processing Management Training Content Example

Take a practice like ‘listening with their eyes’ – observing people’s body language while we listen. In our Active Learning System model, this idea is the content (the 10% of learning impact). The rest of the learning is the process, made up of socialisation (20%) and experience (70%) which is what happens when we think about scenarios in which we might do that, talk with others about the skill, be observant as we do it and review our performance.

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NZ Horticulture: Addressing critical labour challenges

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