Long-Term Learning Delivers Long-Term Benefits

5 key ingredients of a long-term, impactful training program

“Nothing valuable can be lost by taking time.” These prophetic words from Abraham Lincoln speak to the unheralded truth that extended effort delivers long-term benefits. In the post-pandemic workplace, the blind drive forward to checkboxes and get face time (aka The Rat Race) is challenging the idea that worthy work endeavors take time. 
 
The same short-sighted phenomenon is taking place in workforce training. In an era of “sprint courses” and “one-day MBAs”, inch-deep learning is on the rise. A proliferation of online training values haste over proficiency. YouTube videos have replaced live instruction. In this context, there is little evidence that short-form training is of much greater benefit to the person and organization. 

In fact, only 25% of respondents to a recent McKinsey survey believe that corporate training measurably improved performance. From the perspective of a faculty member in an MBA program, there are key ingredients to long-term training programs that deliver impact. Here are five: 
 

1. Build functional expertise. Functional experts have achieved a high level of skill in a particular area. For professionals, this can be expertise managing critical processes or deep knowledge working in a certain geography. Professionals who learn functional skills are viewed as “clutch shooters” - they are successful in addressing complex questions and problem-solving in difficult situations. Their talent is not superficial, nor irrelevant but highly applicable and comprehensive in impact. They complete job tasks and fulfill the company mission. 
2. Develop soft skills. Listening, communication, time-management, teamwork, and conflict resolution are non-technical skills that impact performance. Increasingly, organizations value the ability to consider problems in new ways, or imaginatively generate new ideas. According to a recent report from Adobe, the volume of new hires with creative skills has grown 78% over the past two years. Like functional expertise, these soft skills, including creativity and resourcefulness, deliver value over time.
3. Focus on industry exposure and skills. The best approach to industry skills includes the ability to fulfill tasks for current needs, but also look ahead to the future. Organizations are increasingly placing greater value on the ability to apply digital approaches to industry problems to achieve long-term results. For example, the Covid-19 pandemic accelerated the use of automation and delivered a greater return on investment (and responsible companies sought to enhance the role of human workers). Applied learning in many industry environments is racing ahead to provide relevant, applicable, and technology-driven approaches for competitive advantages.  
4. Encourage personal-professional networks. Professional networking is known to increase shared knowledge, identify new business opportunities, and create new capabilities. On a personal level, professionals benefit from networking with those who possess the same aspirations on the learning journey. However, according to research from the American Psychological Association, professional and personal networks shrunk by more than 15% during the pandemic. Corporate training should include exercises that encourage networking focused on personal ties. This can be accomplished through games and competitions, Q&A, and extended times for socializing.
5. Give recognition for training completion. Evidence of completion, or “badges”, are important because they demonstrate an accomplishment and special meaning to the bearer and beholder. For example, similar to those with many years of professional experience, for those who earn an MBA, the “badge” of a degree conveys to customers, peers, and employers that the employee has earned a distinctive accomplishment. The degree also suggests they will uphold the values and reputation of the organization they represent. Overall, recognition of training demonstrates personal determination, persistence, and commitment.

 
To be certain, there are contexts in which short-form training is suited to the need. Training experiences that provide an entry to a deeper subject enable the learner to gain exposure and can be beneficial. Also, short-term training that is tied together in a sequence of learning opportunities can aid in mastering a subject area. 

For example, at Pepperdine Graziadio students, who take part in short-term executive education programs, can transfer skills and credits to degree programs. They are incentivized to take further related courses (and a 20% discount).
 
If past patterns are an indication of future trends, the benefits of longer-form learning are due to come around. Job searches are taking longer and people are staying on the job rather than jumping to new companies. Interestingly, as the economy starts to show signs of softening, there are reports of increasing applications to MBA programs. The conditions are rife for a shift toward long-term learning for long-lasting benefits. As individuals reevaluate how they aim to enhance their skills, they should take a lesson from Honest Abe: take your time.  

Stephen Rapier, Ph.D., is an Assistant Professor of Marketing at Pepperdine Graziadio Business School. Stephen has been actively engaged in marketing as both a practitioner and lecturer since 1982. As a practitioner, he has over 25 years of experience on both the agency and client sides.