Measurement<\/strong><\/p>\n <\/strong>How can training providers prove that what they are doing is no a waste of time and money? As budgets are squeezed yet further this will be increasingly important. I have mixed feeling about this as some things are very hard to measure yet well worth working with, and it could make training limited and reductionist; however for the most part I\u2019m happy with this trend as as trainers we need to be in integrity that what we are selling works. In business terms training is always an investment and should always cost less than \u00a30 net in the long-term.<\/p>\n E-Learning that Doesn\u2019t work<\/strong><\/p>\n Sadly the pressure on budgets will continue to encourage people to buy e-learning that doesn\u2019t work<\/a>. It\u2019s OK for passing on information, but this is only one very limited type of learning. Don\u2019t be fooled by the flashing lights!<\/p>\n Adult Development<\/strong><\/p>\n Promoted by Ken Wilber\u2019s<\/a> Integral Model adult development has started to catch on in training and development. There are not just types of people in training (e.g. Myers Briggs) but also sequential movement along growth hierarchies. See for example Spiral Dynamics<\/a>, Kegan or Torbert.<\/p>\n Embodied Training<\/strong><\/p>\n Ok, so I\u2019m really biased on this on \ud83d\ude42 but I have seen a definite growth in the number of providers offering training that involves the embodied whole person for leadership<\/a>, stress management, communication training and team building. See for example Roffey Park, The Beyond Partnership and Physical Intelligence. Why? Because it goes deep quickly, sticks and is as interactive as it gets.<\/p>\n Values-Led Leadership<\/strong><\/p>\n Values-led approaches to leadership development such as Servant Leadership and Covey are coming of age as business admits there are multiple bottom-lines and people get tired of the old ways that got us into the recession. About bloody time.<\/p>\n Change Management<\/strong><\/p>\n Managing the mess beautifully rather than designing perfection will be a trend for 2011, so change management will be central to much training.<\/p>\n Systems Theory<\/strong><\/p>\n While systems theory has been around for a while and The Fifth Discipline is on any self-promoting management guru\u2019s coffee-table, I see it moving into the mainstream now as the complexity if problems people faces increases.<\/p>\n Resilience<\/strong><\/p>\n Replacing dialogues of stress management, resilience will continue to be a buzz-word in 2011. This could be a very positive thing (I work in this area myself in conflict zone<\/a>s) or another plaster over a gaping wound, or a way of shifting the blame for overwhelm and suffering of employes to employees. We will see.<\/p>\n \u201cNot\u201d – Training Trends 2011<\/span><\/strong><\/p>\n <\/strong><\/p>\n Power Point<\/strong><\/p>\n Just a fervent prayer that trainers move away form show and tell to more interactive and \u201csticky\u201d methods. Happily I don\u2019t seem alone in this view and the dreaded Power Point is definitely on the wane.<\/p>\n NLP<\/strong><\/p>\n While there are many good quality and ethical NLP practitioners, I have heard many people get tired of \u201ctricks that don\u2019t work or aren\u2019t ethical\u201d. If one more person pulls some inauthentic NLP BS on me in 2011 I will slap them – anchor that.<\/p>\n Coaching<\/strong><\/p>\n Like NLP, coaching has started to suffer from the bad press of ill-trained people. Every man and his dog seem to be an \u201cexecutive coach\u201d these days. happily there are still some quality providers of coach training<\/a> out there, so maybe it\u2019s just a matter of buyers getting more discerning.<\/p>\n![\"\"](\"http:\/\/integrationtraining.co.uk\/blog\/wp-content\/uploads\/2010\/12\/hot_2001_trends.jpg\" "\\"hot")
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