When I review training courses for my clients, one thing that often stands out is that I see a lot of information about what to do and how to do it. But, the underlying reason, the explanation of why, is just as often missing.
As human beings, we’ve been asking why almost since we could talk. Why can’t I have that toy? Why do I need to go to bed at 7:30? Why am I in trouble for hitting my sister?
When we become part of the workforce, the why questions don’t stop, even if we’ve learned that it is a career-limiting move to always articulate them.
This is because they serve an important purpose. They allow us to prioritize information so that we can decide what is worth remembering.
If I don’t do this correctly every time, someone could die, maybe even me, gets filed away where it can easily be retrieved. Management wants me to do this a certain way, but it is a lot more hassle and I don’t really see the benefit, gets forgotten.
While most information falls between these two extremes, the goal of training is retention. So, if you want learners to remember what to do and how to do it, make sure you also include an explanation of why.
