Solution: Communication is the exemplar to promote a positive learning experience. Participants must understand the rationale for learning. Each participant must work with management to determine personal and organizational learning objectives and ensure congruency with both. The method of success begins with a positive- ensure follow up with participants after each session. Training must never be seen as a penalty for performance.

Modalities of Learning

We work in a multigenerational, multi-gendered and multicultural workforce. There is more integration of personalities and styles then ever before. This potpourri of talent requires changes in learning accommodation. Today's learner desires 1) to be involved in the learning process, they like interaction and adverse to simple lecture and 2) desire different modalities of learning. The proliferation of consumer electronics, the Internet and personal computing allows learners to devour content wherever, however and whenever they desire. As such the cliché' "different strokes for different folks" is relevant.

Solution: Create learning according to age and style preference. Many millennial learners admire the iPod and iTunes approach. They enjoy audio and can listen at their leisure. Generation X and Baby Boomers appreciate a classroom approach but desire more interaction rather than lecture. These learners crave "real time" practicum to enhance their learning. The concept of blended learner carries importance. Providing mixed modalities of learning creates new learning pathways and involves all in the process. Additionally, blended learner has a higher return on the training investment.

Concern on Productivity Decrease

Time constraints constantly infringe on learning. One day or even a full week of learning takes much productivity away from the work-team. The most imperative areas such as sales and customer service find it increasingly difficult to partake in a day or more of training. And, if training does occur, managers feel more pressure to make up for lost time.

Solution: The simple solution for all is to divide training into smaller segments of two to four hour increments. Many facilitators will balk at this concept for monetary issues however, this is the best approach for productivity gains. Less time is used during the day and learners coming straight from a course instantly apply relevant materials. This approach is more conducive for today's competitive pressures.

Real world practicum

Too many courses and too many facilitators pull content "off the shelf". This is especially true in public seminars when participants come from a myriad of organizations. Participants today desire real world practicum to apply to "their" business or department. They want immediate replies for today's pressing needs.

Solution: Facilitators must be encouraged to survey participants to better understand learner objectives. The more personal the approach, the more value client's gain from the satisfaction of meeting objectives. Additionally it is imperative to set aside education time to work on real issues. Establish actors or have learners establish roles to work on true issues that require interaction and processing.

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