The Only 4 Training & Development Questions That Matter

I am absolutely passionate about figuring out how the human brain works. Yes, I know I’ll never be able to come to a complete understanding of the human brain and how it works, but I do know that the more I learn, the more I am able to use my mind better and help others use theirs better too.

“CRT’s can you believe it? Porches in the parking lot and we get these old things. Sheesh!”

This is important to me because I do a lot of training and I do a lot of helping other people and I need to know what works best for the majority of folks that are interested. This really boils down to what training and development questions matter most, to the most people and I’ve got four of them here that matter the most:

#1 – What to get

People need to know “what” they’re going to get out of everything that they do. Whether that’s learning, training, doing work or just growing in their free time. If they don’t understand the “what,” then they won’t be properly aligned with anything that follows. They need to be told “what” to expect and “what” is to come.

#2 – Why to get it

Without a great understanding of “why” anyone needs to learn or do certain things, they don’t have the motivation and the interest to actually do anything. If you don’t know “why” you should get your hair cut, you’ll probably never do it.

But the instant you have hair starting to get tangled up and going down to your legs and tripping you up, you’ll realize that hey, that’s a good enough reason to get it cut for me. The same applies for learning.

#3 – How to get it

This is the meat and potatoes of any training and learning that you do. Figuring out the actual steps to get things done after you’ve learned “what” it is you’re doing and “why” it is you’re doing it, is the key to a successful outcome. The “how to” will bring anyone that’s interested further along in their process to see actual value in what you have to offer.

#4 – What to do next

It’s great to teach people and to give them the tools that they need to do things and they’re probably very receptive with their attention and their wallet. However, if you don’t tell them what they need to do next and how they can best apply that information to their life, chances are, it’s just going to sit on their hard drive somewhere or sit on their desk and never get used. You have to give them the next step in order for them to get the most use out of what you have to offer. They have to have the will and then do the work. That’s how it works.

Make What Matters, Matter

The four training and development questions that matter most are to tell people the what, the why, the how to, and the what to do next. With these four questions in mind and answered appropriately, anyone can get the best use out of the learning that they seek. The best book I’ve read and devoured on this subject is Brain Based Learning, By Eric Jensen and I highly recommend you check it out.