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“FOR THE COMPANY TO DEVELOP, IT IS NECESSARY TO JUST RUN, AND RUN ONE SIDE ”


For several years, there has been a transition from “learning from a deficit” (with a lack of knowledge to solve current problems) to the formation of skills for the future. At the same time, preference is given to soft rather than hard skills.

And competencies and critical thinking are valued more than training and diligence.

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The role of teachers is changing. They do not transmit ready-made knowledge, but help participants find the right solutions themselves. The task of trainers is to create a learning environment, and not to develop individual skills.

Old formats are devalued, new ones appear. Among them are Action learning (action learning), Blended learning (a combination of online and offline formats) and simulations.

Another trend in business education is the development of Edutainment (Education + Entertainment). Business events acquire elements of the show, and the gaming component is enhanced at the trainings.

Today, the teacher must not only teach, but also “entertain”, otherwise he will quickly lose the attention of the audience.
Successful business coaches and coaches are good showmen. VR training will also be promising, especially for the development of applied skills.
About the role of the company in training
With regard to business training, exaggerated expectations have been formed. Courses, seminars, and trainings are often looked upon as a lifeline or a pill of happiness that solves all problems.

In reality, no courses will work if the company does not have a training culture. This requires a consistent, well-structured program. All employees, including management, must participate in the training.

If the business owner does not show by his example that it is necessary to constantly learn, trainings will not help.

The world is changing fast. “To stay in place, you must run as fast as you can,” wrote Lewis Carroll.

Recent Trends in Business Education

Business coaches add that for the development of the company you need not just to run, but to make sure that everyone runs in the same direction.

Before starting training, a concept should be formed that includes:

ways to motivate and engage employees in training
goals, objectives and expected result
conditions for applying new knowledge
Important: any training (including those aimed at personal growth) should be synchronized with the goals of the company. And educational content must be adapted to solve existing business problems.

About motivation
We do not value what goes free.
According to statistics, less than 3% of those who have started training complete free online courses.

Many representatives of business and business schools recommend sharing the responsibility for training between the employee and the employer.

This means that the company pays no more than a certain percentage of the cost of the course (the speaker gave an example where the company incurred no more than 40% of the payment). This approach makes the choice of the course more informed, and the attitude towards training – responsible.

Interestingly, according to statistics from one of the schools, more than 80% of participants in soft skills development courses pay as individuals. They don’t want their employer to know what they are learning, as undergo training to increase their rating in the labor market.

What else can motivate you to learn:
problems for which competencies are lacking
the value of training as part of a corporate culture
leadership example
personal interest
understanding of what will happen after training (for this, conditions must be created in the company for applying knowledge)
availability of expected results
the humanity and inspirational approach of the teacher
business management

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