According to the American Society for Training and Development, Fortune 500 companies spent over $160 billion on corporate training in 2013. Most of that was spent on in-person and computer-delivered training.
You’ve been in these types of classes—how much of what you “learned” do you recall?
How much do you use it on the job?
How much time and money were wasted on formulaic scripts, icebreakers, side conversations, and flashy presentations?
The old “learning styles” — such as auditory learners or visual learners — we now know don’t work.
That expenditure could be reduced by 50% simply by focusing on recall and behavioural objectives, rather than the delivery objectives of the training developer or treating attendance as a meaningful KPI.