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How Remote Professional Development is Changing the Workforce
Why Most Professional Development Training is Just Pricey Theatre (And What Actually Works)
Picture this: another required training session where everyone's checking their phones while someone drones on about synergy and paradigm shifts. Ring any bells?
After almost twenty years in the professional development world, and let me tell you something that'll probably stir the pot : 90% of workplace training is absolute waste of money. There, I said it. We spend ridiculous sums of money sending our people to workshops that teach them absolutely nothing they can use on Monday morning.
Don't get me wrong. I'm not having a go at the entire field : this pays my mortgage, after all, it's how I earn my crust, this is how I make a living. But after watching endless programs fail spectacularly, I've got some pretty firm opinions about what works and what doesnt.
What's Really Going Wrong
What drives me up the wall is how businesses approach training like it's some sort of compliance requirement. "Oh, we need to show we're investing in our people, lets book that motivational speaker who talks about climbing Everest."
Brilliant. Because nothing says "relevant workplace skills" like hearing how someone nearly died from altitude sickness.
The disconnect is mind boggling. I was at a manufacturing company in Geelong last month where they'd just blown $50,000 on a leadership retreat. Ropes courses, trust falls, the whole shebang. Meanwhile, their floor supervisors were crying out for basic conflict resolution training because they had two workers who hadn't spoken to each other in three months over a shift roster dispute.
Lessons from the Front Lines
Working with everyone from small family businesses to ASX 200 companies has taught me a few things. First, people learn by doing, not by sitting through PowerPoint presentations. Revolutionary concept, I know.
Second, the best training happens in the moment. Not during some scheduled "development day" three months down the track when the immediate need has passed.
A couple of years ago, I worked with Woolworths on a customer service initiative. Rather than the usual day long seminars, we created quick coaching moments that happened right on the shop floor when real situations arose.
The results? Actually trackable. Performance metrics shot up 45% in six weeks. Morale increased dramatically. Training became something people looked forward to rather than endured.
The Reality of Grown Up Learning
Here's what training companies dont want to tell you : adults are nightmare learners. We're sceptical, time poor, and convinced we've seen it all before.
Traditional training ignores this completely. It treats grown professionals like university students who'll sit quietly and absorb information. Reality check : that's not how adult brains work.
Adults need context. They need to understand why something matters before they'll engage with how to do it. They need to see immediate connection to their daily work, not theoretical concepts they might use someday.
My first few years as a trainer were a disaster. I'd create these beautiful workshops about leadership principles, everyone would smile and say thanks, then absolutely nothing would change.
The Netflix Problem
Everything's small now. Workers want learning that's as addictive as social media and as convenient as food delivery. Multi day seminars? You've got to be joking.
Forward thinking companies are adapting. They're using micro learning platforms, gamification, team member coaching. They're meeting people where they are instead of expecting them to fit into outdated training models.
But here's where it gets interesting. Some of the most effective development I've seen happens through old school mentoring relationships. There's something magical about learning from someone who's been there, done that, and has the battle scars to prove it.
Industry Secrets They Don't Want You to Know
Between you and me, there's a dirty secret in the training industry. Most of us have no idea if our programs actually work. We monitor participant satisfaction, not performance change. We count heads, not business results.
It's like judging a restaurant based on how nice the chairs are instead of whether the food tastes good.
Businesses that win with development programs take a wild approach : they track real outcomes. They monitor actual improvements. They tie learning budgets to tangible results. Imagine that.
What Makes a Difference
After almost two decades in this game, I've found a few things that reliably work :
Colleague to colleague teaching beats hired facilitators hands down. Employees trust their peers more than professional trainers. They tackle real issues, not made up examples.
Just in time training destroys just in case training. Teach people what they need when they need it, not six months before they might maybe encounter a situation where the knowledge could be useful.
Problem solving beats knowledge transfer. Give people challenging projects, not perfect solutions. Let them figure things out with support, don't hand them answers.
Why Fancy Software Fails
Everyone's mad with e learning platforms and virtual reality training. Don't get me wrong, technology has its place. But too many organisations think buying fancy software equals successful training.
A construction firm in Adelaide blew $200,000 on a latest e learning platform. Beautiful interface. Every feature you could imagine. Twelve months later, completion rates were under 15% and most staff had forgotten their login details.
Meanwhile, their most popular development program was a monthly lunch and learn series where senior operators shared war stories with newcomers. Cost : about $200 in sandwiches.
The Leadership Development Scam
Don't even get me started on leadership development programs. Half of them are run by people who've never actually led anything more difficult than a grocery shopping expedition.
Actual leadership emerges from doing the job, getting tough feedback, and learning from mistakes. Not from quizzes that label you as an "analytical" or "expressive" type.
The brilliant leaders in my network grew through failure, honest feedback, and handling tough situations with mentoring support. You don't become a great leader by attending workshops.
What Happens Next
Don't get me wrong, workplace learning has massive value. But we need to focus on what delivers results rather than what impresses the board.
Organisations that focus on useful, relevant, instantly applicable skills will beat their markets. The rest will continue wasting budgets on motivational seminars while scratching their heads about poor performance.
The decision's in your hands. Just remember, your rivals are likely making identical errors. That's where your advantage lies.
Right, I'm off to create a development program that might actually change something. Wild idea, I realise.
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