Cascading Organizational Training

Cascading Organizational training is not an obscure concept. Its application in organizations of all types, sizes, locations, and function is rather pervasive. In fact, there is only one thing that hinders this highly scalable approach to training. That is lack of action or lack of effective implementation.

Usually educational training is done one-to-one between the person giving the training and the person being trained. This has been a popular way to start educational training for a very long time.

This style of training is convenient and it generally works, but it leaves a lot to be desired. By its very nature, we expect the type of learning to be something that can be directly delivered to the learner. While there are, in fact, different kinds of learning, these are generally not delivered in the most effective manner. We often forget that, once we take a type of action we expect to see the results.

We learn to cook, we need to do our homework. We learn how to use a car, we need to drive it. We learn how to drive a car, we need to see the results of our efforts. When you study, you learn to drive, when you start driving, you learn to drive well.

Cascading Organizational training is not the type of training that requires that the learner to do something. The learner needs to do something for the trainer.

Training professionals often train by teaching the learner a particular technical skill to be able to apply that skill in some way. Once again, we assume the learner will remember the skill.

Often we do this with some kind of aptitude test in the training room, but we do not teach the learner to apply what he learned during the testing. We do not even take the time to talk about the "something" that is important to his life now.

Rather than teaching the learner one technical skill, we bring him and teach him some functional skills. It is a much more effective approach and we can actually do that in training and certification institutions.

The most common type of training is usually a simulation that uses software in the training area. The training uses the information that the trainer provided in the office to make the computer simulation work, and it works extremely well.

Another approach is called e-learning websites or Online Learning. The e-learning website has trainers who have developed teaching modules that can be downloaded by the audience or customers and, with the click of a button, they can learn the skills on the e-learning website.

If we want to start to build cascading organizational training in our organizational processes, then we need to develop cascading models. These models describe the business's core values, the organizational goals, the technological framework, and the performance measurement processes. Then they make sure that the appropriate people know how to apply the skill to get the best results.