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Zerry Lanar, M. Ed Learning & Technology

Zerry Lanar, M. Ed Learning & Technology

 

Thanks for stopping by! Visit the ZL Blog to gather intelligence from myself and other professionals. I will be posting ground breaking and thought provoking research open for discussion from serious professionals. Let's keep it professional to professional. Thanks

From Training to LEARNING -

Written by Zerry Lanar, M. Ed Learning & Technology on Monday, 04 March 2019. Posted in Learning, Simulation

What type of training professional are you? ARISE OF THE CLT'S

From Training to LEARNING -

Due to the dynamic environment of transit properties, resource utilization, and the training environment, it is difficult to schedule and maintain consistent and effective training. The safety –sensitive employees are not receiving critical defensive driver skills which has  compromised mandatory safety and compliance requirements. Furthermore, unsafe incidents and conflicts have increased due to enough skills in interpersonal relations and conflict resolution. Maintaining a consistent schedule for classroom, live, and virtual simulation instruction is effective in reducing or eliminating the number of preventable accidents and incidents . Ft Rucker is a military flight training base for Army aviators. “We don’t train helicopter pilots here,” said Godfrey. “We teach candidates to become expert combat leaders. The helicopters are just the tools to accomplish the mission”  Military Simulation and Training Magazine. (2017).

Now this should sound sweet to any organization’s ears. Or is it? There is a training method your agency should never use. I call it CLT:  "Check List Training. For compliance, it is common to conduct training whilst neglecting learning. It is somewhat of a misnomer when approaching effective learning. A cattle approach in a sense of  "shuffle em in, shuffle em out, check off the list", send them to work. Let’s book everyone’s time for the grievance hearings ahead of time. Measurement of understanding, learning transfer, or the terrifying thought of class feedback, is an afterthought.  Well that's for people with too much time on their hands. 

 

So, what does this accomplish except compliance? As a professional, you owe it to any person, group, or organization to give the best you. What is that best you? The best You in any profession is the professional with so much genuine concern for a person's success, that the participant has an actual "learning experience". It's is the professional that is prepared and equipped with knowledge, strategy, and a private passion for learning. That's what separates the professional from the average. Are you a "Checklist Trainer (CLT)"? A CLT is an individual that has different priorities other than training or helping those around. You know him or her. It is a person that onboards into a department with the intentions of using the "training and development, manager, supervisor, or director title for career goal purpose only. A good comparison would be a very articulate politician with lofty ambitions and career goals. Career goals are great to have and pursue. The casualties are those that worked endlessly for the politician without the wisdom to recognize this strategy. A great speaker Simon Sinek gave this analogy.

"In the military gives rewards and medals to those who sacrifice themselves so that others may gain. In corporate world give bonuses to those who sacrifice others so that we may gain".

Let's break it down. Checklist Trainers develop Checklist Employees (CLE). Perhaps the symptoms of low morale, degraded performance, and high turnover are a result of CLT's. Lastly, (CLT's) eventually become (CLM's), Checklist Managers, (CLS')s) Checklist Supervisors, CLD (Checklist Directors), and eventually with a few good talking points, a CLCEO (Checklist Chief Executive Officers).

What are the characteristics of a CLTD (Checklist Training Department)?  Here is a 7-step approach to developing your own CLTD staffed with CLT’s.

  1. Allow HR to select transit drivers based on quotas.
  2. Change your training plan based on CLT’s feelings for the day.
  3. Staff the department with ROD (Retired on Duty) staff.
  4. Neglect accountability and professional development for current staff.
  5. Measurement and feedback should not occur at any point during the 6 to 8-week program. In fact, just make it a 4-week program.
  6. Tell your student about core concepts versus allowing them to perform it. (Akin to reading a PowerPoint on bomb defusal versus doing it.
  7. Lastly, hire leaders without training and development background or willing to sacrifice others for career goals. 

If you follow this 7-step approach, you too can build a CLTD. The result? Bad organizational performance, poor communication, high turnover, poor financial management, low morale, and eventually catastrophic consequences such as fatalities. 

The solution? It is a simple lesson we learned as children. Do unto others as you would have them do unto you. Would you want a CLBS (Checklist Brain Surgeon)? Ahh, just did enough surgery on you to meet his/her time requirements. How about a CLP (Checklist Pilot)? Well I never quite mastered that landing gear thingy and landing is so overrated! Of course not! Why would you do that to those that sit under your command? (as said in the military). The practice of using a checklist or a job aid if you will, isn’t a bad concept within itself. The trouble manifests when “Checklist Training” becomes your training strategy.  

Give the best you. Don’t  avoid the hard or inconvenient tasks. Passion = Thirst for effectiveness. Pride = Reputation for effectiveness. Performance = Let your actions speak. A CLT can be the difference between death and life in some cases.

References

The Training Evolution - Army Aviators - Military Simulation and Training Magazine. (2017, April 13). Retrieved from https://militarysimulation.training/air/training-evolution-army-aviators/

 

 

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