Learning and Solutions

Episode Summary:

‍In this episode of Experts Speak, host Michael Delon interviews Dr. Carrie Graham about her journey from healthcare provider to adult learning specialist and the importance of creating effective training programs that truly engage employees. Dr. Graham shares how her frustration with repetitive, ineffective continuing education conferences in healthcare led her to pursue a PhD in adult learning and workplace learning. The conversation explores the common problem of boring, disengaging corporate trainings that leave employees feeling depleted rather than empowered. Dr. Graham emphasizes the critical importance of focusing on the end user as a learner rather than just a recipient of information, going beyond demographics to understand individual needs and experiences. She discusses how to design training that addresses diverse audience members - from new employees with extensive experience to recent graduates to those nearing retirement - all in the same session. The discussion covers the difference between "edutainment" (bringing in entertainers or big names) and truly effective training that creates lasting behavioral change. Dr. Graham explains her approach of starting training sessions with questions and engagement rather than content dumps, building trust and motivation through audience-centered facilitation. The conversation addresses why businesses often struggle with training culture, including budget pressures that lead to cutting training investments despite the long-term costs of poorly trained employees. They explore the concept of developing a "culture of learning" rather than just mandatory training sessions, incorporating both professional skills development and personal growth opportunities. Dr. Graham emphasizes how quality training ultimately impacts the bottom line through better customer service, higher employee retention, and attracting quality talent who want to grow in supportive environments.

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Listen Here > https://youtu.be/M95Nd2vGZdU?si=qmJMFrqtkHVnWtHP

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10 Key Points:

Effective training must focus on the end user as a learner, not just a recipient of information
Training design should address diverse audience needs within the same session rather than one-size-fits-all approaches
"Edutainment" (entertainers and big names) often fails to achieve real learning outcomes and behavioral change
Starting training with audience engagement and questions builds trust and motivation more than content-heavy approaches
Poor training depletes employees, affecting their performance at work and quality of life at home
Businesses often cut training budgets not realizing that poor training leads to costly mistakes and poor customer service
A "culture of learning" should encompass both professional skills and personal development opportunities
Quality training programs attract and retain high-quality employees who want to grow
Training should be ongoing and structured rather than one-time events to create lasting impact
Best practices for adult learning are not widely taught or available online in actionable formats

10 Takeaways/Action Items:

Assess your current training programs by asking whether they truly engage learners or just deliver information
Start training sessions with questions and audience engagement rather than content presentations
Design training that acknowledges different experience levels and career stages within your audience
Focus training budgets on quality, research-based approaches rather than entertaining speakers
Develop ongoing, structured training programs rather than relying on one-time events
Create a comprehensive "culture of learning" that includes both professional and personal development
Evaluate training effectiveness by measuring behavioral change and skill application, not just attendance
Consider how training quality affects employee retention, customer service, and overall business culture
Recognize that poor training creates costs through mistakes, turnover, and decreased productivity
Invest in training your trainers with adult learning best practices rather than hoping they'll figure it out

Key Insights:

‍Dr. Graham emphasizes that effective training requires understanding learners as complete individuals with diverse experiences and needs, moving beyond demographic categories to create engaging, meaningful learning experiences that actually change behavior. She advocates for developing a "culture of learning" that encompasses both professional skills and personal development, recognizing that quality training investments pay dividends through improved employee performance, retention, and overall business culture.

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