WHY SKILLS DEVELOPMENT GETS OVERLOOKED
FALSE ASSUMPTION: SKILLS ARE INNATE
Professional skills are conventionally classified as innate: a product of our personality or upbringing. We accept our skillset as a fixed quantity and overlook our tremendous capacity for development and growth.
FALSE ASSUMPTION: SKILLS DO NOT DETERIORATE
Once a skill is developed, we assume it sticks with us for the rest of our career. We should instead think of our professional skills as physical capital that will deteriorate and depreciate overtime if not properly maintained.
PRACTICING SKILLS TAKES TOO MUCH TIME
Traditional training methods are time-inefficient for skill development. New, innovative methods are needed for regular skill development and maintenance to be feasible.
TRADITIONAL TRAINING METHODS INEFFECTIVE
Traditional methods used for professional skill development fail to apply real world and create opportunities for productive failure. Learning outcomes are significantly limited. Again, new and innovative training is necessary in order to achieve growth and development.
NextPeak has identified 34 professional skill sets that can be developed and strengthened through an innovative model that overcomes the ineffectiveness and time-intensity of traditional methods.
30 to 45-minute, biweekly sessions that help professionals build skills and improve team alignment.
vs Traditional Training Methods
Challenge One: Techniques vs Skills
The mechanics of carrying out a specific task.
- Catching a Ball: Extend Hands to Target, Make a Big Target, Make Contact with Fingertips
- Active Listening: Receive Non-Verbal Communication, Paraphrase & Probe
A technique that can be executed under real world pressure.
- Catching a ball while running at a full sprint evading a tackler.
- Actively listening to an agressive and disgruntled customer.
Traditional skill development methods (i.e. rote memorization, presentation-based, reading-based, work experience, etc.) offer static, contrived environments. Participants become very good at completing tasks inside the narrow parameters of the training environment.
But the real world seldom presents the same exact challenge as the training environment. Posed with the unexpected, individuals forged by these traditional methods can falter because they have only acquired techniques, not skills.
Game-Based Learning, by contrast, creates a random and unpredictable learning environment; forcing participants to learn to adapt techniques to a wide variety of scenarios. A dynamic practice environment is necessary to prepare partcipants for real world pressures and transform techniques into skills.
Challenge Two: Failure for Optimal Learning
Relationship of Failure & Growth Rates
Conducting our day-to-day business, we try to stay in our comfort zone because failure at this time can have catastrophic effect on our business. So we achieve little-to-know growth while on the job.
Traditional training methods often restrict participants' decision making and therefore their opportunities for failure. Participants seldom experience a high enough failure rates to reach the stretch zone. Once more, minimal growth is achieved.
Game-Based Learning allows participants freedom of decision-making; pushing them into their stretch zone. Training leaders are able to adjust conditions of the dynamic environment in real time; allowing them to manipulate pressure in order to achieve a failure rate for optimal growth.
By maximizing learning & growth rates, less time is necessary to achieve learning objectives.
Challenge Three: Time Effectiveness
Traditionally, professional skill development has been modeled as an all-day, once a quarter slog. Game-Based Learning sessions typically require 30-45 minutes.
By reducing the time-margin required for professional development, Game-Based Learning enable leaders to engage in regular skill development and maintenance.