Remember the days of impactful training? We’re talking meticulously crafted programs – a carefully designed sequence of knowledge transfer, attention checks, understanding assessments, retention strategies, proficiency evaluations, and even plans for long-term knowledge application and ongoing education. All built on the bedrock of sound instructional design principles.

Today’s training landscape is starting to feel ALL WRONG. Training is increasingly morphing into a certificate mill, churning out badges that may not reflect true mastery. While AI has the potential to be a valuable tool, some companies are using it to hastily generate generic courses, bypassing the essential steps of effective learning. Multiple-choice exams, a relic of the educational dark ages, often serve as the sole measure of proficiency.

Who are we kidding? These “training programs” do little more than create an illusion of learning. Sure,someone might “pass” a course on cybersecurity, but can they identify and mitigate real-world threats to an organization’s network? Probably not.

The blame falls on training companies prioritizing expediency over impact. They crank out generic content, sometimes relying heavily on AI, sacrificing depth for sheer volume. The result? A generation of learners armed with certificates but lacking the crucial skills to thrive.

This is a recipe for disaster. Organizations invest in training expecting a return – a more skilled, adaptable workforce. Instead, they’re getting a participation trophy and a workforce ill-equipped for the challenges ahead.

We need a revolution in training. Demand more from training companies! Here’s the wake-up call they desperately need:

  • Leverage AI Carefully, Not Exclusively: AI can be a helpful tool for automating tasks like content creation, but it shouldn’t replace the expertise of human instructional designers who understand the science of learning. AI should be a tool, not the actual trainer.
  • Test for Application, Not Memorization: Throw out the multiple-choice exams! Design assessments that mirror real-world scenarios and gauge a learner’s ability to apply their knowledge and solve problems.
  • Make Ongoing Learning the Norm: Training isn’t a one-time event. Integrate ongoing coaching,mentoring, and skill reinforcement to ensure long-term proficiency and knowledge sustainability.
  • Focus on Transferable Skills: Move beyond task-specific training and develop programs that cultivate critical thinking, problem-solving, and communication skills – essential for navigating the ever-changing demands of the workplace.

The current state of some training is an insult to learners and organizations alike. Let’s stop settling for a system that prioritizes convenience over competence. Demand better. Demand training that truly transforms individuals and empowers them to excel.

Here endeth the rant. Jake out <mic drop>