Why your executive training aren't effective?

Imagine the scene: several people in a room, some looking at the clock, others at the cell phone, some others going out frequently to the toilet. This scene is much more common than you think.

The reality is that most companies have teams made up of a mixture of people of different age groups, of different generations and with very different needs and desires.

Many human resource managers are still looking for partners who offer training using traditional, passive methodologies and that do not generate results, neither short term nor long term.

The other day I talked to a consultant who was training a company on leadership and results. He explained to me that he had just passed some slides and distributed a case study to the class. While talking to him, I saw some groups of people reading this case study. While I was talking to the consultant, I saw some young managers looking at the cell phone screen, some older ones looking at the “horizon”, the clock and others still making abstract drawings on pieces of paper. That scene made me reflect: what would be the result of that training?

The low engagement was a reflection of a methodology that does not facilitate the participation of people, on the contrary, it encourages at most an individual and little participative reflection. The problem is not in the public, but in the methodology. This problem is one of the main villains of low effectiveness in training. Well, what would be the solution?

I have noticed that the trainings that use business simulations, games or "serious games" arouse the interest of different generations and mainly, they make it possible for people to participate and expose their opinion or point of view. Active and well-conducted participation generates short and long-term results. And will you have the same perception as mine?