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7 deadly sins of IT training

7_sins_of_IT_trainingI recently posted a link to Nigel Warren’s blog where he’d written about how IT training budgets often get wasted.  When we met for a coffee he introduced me to some of the interesting and innovative e-learning approaches being developed by TTS Knowledge Solutions, particularly for clients who are implementing major enterprise solutions such as SAP.

We were also talking about how awful the IT industry is, in general, at training its clients to use software.  All too often their “training” is simply a brain-dump of dozens of features and functions, by a trainer who hopes some of it might be useful and might stick.

Lots of my project management work with clients emphasises “just in time” and “agile” thinking, so it was great to hear Nigel talking about how to create bite-sized chunks of training that can be accessed by system users at the point when they need it.

Nigel’s also written a paper on the 7 deadly sins of IT training which you can access here.

The 7 deadly sins are:

  1. Inflexible planning
  2. Training too soon
  3. Training too much
  4. Training without context
  5. Training that is not maintained
  6. Training how, not why
  7. Training that is not owned

Sins 2, 3 and 6 certainly reflect my experience on the receiving end!  So, if your organisation is adopting the 70:20:10 model for workplace learning, get in touch with Nigel.

The 70:20:10 model suggests employees learn:

  • 70% by experience (doing the job)
  • 20% by social learning (including coaching from colleagues / boss)
  • 10% by formal planned courses and reading

Employees learn 90% of their skills in the workplace (experience & social) and 10% through formal planned training.

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