Why traditional training falls short
Traditional training often focuses on passing on theoretical knowledge through courses and seminars. Yet this method has often proved ineffective, because it does not let employees apply the skills they have acquired in practice on the job. This way of teaching assumes that knowledge is standard, handed down top-down and checked through tests that often fail to show whether it has really been acquired. Moreover, this method is often used with no room for discussion, either of the topics or of the way they are taught.
Traditional training therefore leaves a series of gaps in terms of adaptation, engagement, efficiency and culture.
The need for greater flexibility in companies
The rigidity of traditional training makes learners less responsive when facing future challenges. Limited involvement in choosing the topics covered leads to low motivation among employees, which in turn means they acquire fewer skills. On top of this, low efficiency, caused by a process that is long, costly and out of step with employees’ needs, amplifies these effects. All of the above contributes to a weak corporate culture, one that is not geared towards continuous improvement and in which employees lack problem-solving and independent learning skills.
Today the economic landscape is increasingly complex and dynamic, and this requires companies to be more flexible and adaptable. What is needed, therefore, is an approach geared towards continuous improvement, one that puts people and their ability to solve problems at its heart.
The Lean approach to training is practical and based on active participation, with the aim of amplifying the “added value” for the end customer. Applied to staff development, this method improves the effectiveness and efficiency of training processes.
The following text analyses the method promoted by Inproov, based on an integrated approach that combines pedagogy, psychology, philosophy and sociology.
The Inproov method: an integrated approach to training
The pedagogical aspect, centred on the learner, is fundamental to Lean training, which must be designed and delivered around employees’ needs and goals. They take centre stage through practical and problem-solving activities, which lead to greater collaboration between colleagues. These principles are in line with modern pedagogical theories, which stress the importance of a student-centred approach, in which the learner is at the heart of an active and collaborative learning process.
The role of psychology in Lean training
From a psychological point of view, the Lean approach to training can help to motivate and develop interpersonal skills. Indeed, employees who are engaged and involved in their own work develop communication and collaboration skills. This creates a positive corporate culture in which training is looked forward to, not underestimated. Finally, the Inproov method helps to create a working environment in which employees feel appreciated, valued and an integral part of the company.
From a philosophical perspective, making training leaner promotes employee autonomy, social responsibility and sustainability. By developing problem-solving and independent learning skills, training can help people understand the impact of their actions on the company and on society, encouraging behaviour that is more sustainable for themselves too.
From a sociological point of view, the Inproov training method improves inclusion and social cohesion. Training can, in fact, help to reduce inequalities by giving everyone the opportunity to develop their skills; this helps to build a more united and supportive society. Training also helps to promote mutual understanding and the peaceful resolution of conflicts.
But what does applying this method mean in practice?
Practical applications of the Lean approach
In sales, for example, a Lean sales training process might include:
- Using Lean Thinking to design training courses in line with the company’s needs.
- Applying kaizen to continuously improve training processes.
- Testing and validating training hypotheses with Lean startup, in order to identify the one that delivers the best results.
The future of Lean training
In conclusion, the evolution of staff training from a Lean perspective is a trend set to become firmly established in the coming years.
Companies that adopt this approach will be able to improve their employees’ skills and create a corporate culture geared towards continuous improvement.
