Getting it right 3

With the birth of SAQA, Seta’s, unit standards and the dreaded POE’s, training providers have been burdened with loads of admnistration, quality standards, impossible demands in terms of learning programme development and of course you know all the rest of it!

I have experienced endless frustration trying to please all stakeholders involved in the process.  The client, the needs of the learner, the Seta’s ever shifting goal posts and my employer (the training provider who still needs to make money!).  In this battle, it always seems that the learner pulls at the shortest end.  The only outcome that is reached in the end, is that the learner becomes very skilled in creating a huge amount of administration and destroys a whole forest in creating a Portfolio of evidence.

My passion is to inspire people to be their best and value themselves and the purpose they have.  Being emotionally intelligent and understanding how to assert themselves in the world they live in is fundamentally important in being successful at work as well as in their personal lives.

Thus I have resigned and launched myself in a freelance career where I hope to fulfill this passion of mine.  Truth of the matter is, I want to teach employers that training interventions MUST MAKE A DIFFERENCE, it should improve their business and the people who work in them.  Learning should be fun and not a PowerPoint lullaby putting learners to sleep.  Irrespective of whether the training is accredited or non-accredited, facilitaters should make the effort to give the learner an experience by which important skills and attitudes are learnt.

From my experience and research in brain friendly learning I have learnt the following and it works!

  • Learners learn better when information is presented visually
  • Retention improves when you let the learner do the work
  • Information should be given in short spurts and not long winded, never ending powerpoint presentations
  • You learn best when you experience emotions with the learning.
  • Learners must understand what’s in it for them to be in your training!

So this is my challenge and my plea – let us not get stuck with all the whoo-ha and let us get it right!

Share on Social Media

Leave a comment

3 thoughts on “Getting it right

  • shelleysmith

    Good luck with starting up in the freelancing world – I happen to think it’s the only way to work!

    I agree with you that we are not doing the learners any good by drowning them in paperwork, while paying no attention to things like good instructional design and the relevance of learning interventions for the learners’ jobs. Well delivered and timely training with sound learning material is far more important than many of the accreditation requirements we have to fulfill.

    You’ll probably enjoy Cathy Moore’s approach to instructional design (action mapping). She is in the elearning space, but her ideas on designing a good course apply to all training delivery methodologies. I’m also reading Design for How People Learn by Julie Dirksen at the moment. She goes through how knowledge, skills, motivation, and communication gaps are all different and so they all need different approaches when it comes to learning interventions.

    Thanks for the blog post!

  • Alan Hill

    I must admit I agree with your sentiments and feel the same frustrations. As am an experienced trainer/facilitator of over 25 years, and even I have lost the joy and excitement I once had. I really think it is time the whole process was re-examined. Its time we had a braai with the holy cows.