The best of British

first_img Comments are closed. TheUK is poor at blowing its own trumpet. Patrick McCurry sets the record straightby asking readers to nominate the best home-grown training concepts of all timeWethink of the US as the launch pad of new people development ideas, yet many ofthe staples of the modern approaches to training come from UK shores. Forexample, British comedian John Cleese was probably the first to imagine thatinstructional films could be humorous when he co-founded Video Arts back in1972, and nearly 60 countries watch those films now. And as executive chairmanof KnowledgePool David Wimpress points out, his company claims to be the firstto create an e-learning service over the Internet, in 1995. Self-managedlearning, which gathered a group of individuals together to work on their ownlearning projects, is believed to have come from Roffey Park. So to celebratethe fact that this edition of Training is circulated around the globe, wecanvassed opinion on the best of British training ideas of recent decades.JennyDaisleyChief executive, Springboard ConsultancyIwould argue that a personal development approach to training, while not necessarilyinvented in the UK, is an area in which a number of British training companiesenjoy an international reputation.Aholistic approach to development, which does not just focus on someone’s job,is becoming increasingly popular, and the UK is at the forefront in this trend.PaulKearnsSenior partner, Personnel WorksIwould put forward the Management Charter Initiative (MCI), which was launchedin the 1980s, as one of Britain’s best training ideas. Although the MCI did nottake off in a major way, the thinking behind it was sound.Itgrew out of the whole move in Britain away from an apprentice-based “timeserved” approach to one that asked whether people could actually do the jobsthey were supposed to do.Thattrend of looking for evidence of people’s skills spilled into managementdevelopment and was embodied in the MCI. It represented a departure from abroad-brush approach to training to one that questioned managers’ particularskills.MikeCannellAdviser (training and development), CIPDBritainwas a pioneer of outdoor development, in which individuals are taken from theirnormal surroundings and given tasks to complete in a challenging, environment.The exercises really stretch people and because team members are dressed forthe outdoors, with no suits and ties, it helps reduce barriers betweencolleagues and is good for team building. The concept has spread to the US andhas now been taken up in continental Europe.JulieSykesAssessment centre co-ordinator, Shepherd Corporate ServicesIwould nominate NVQs as one of Britain’s positive contributions to training.While the NVQ system has come in for a fair amount of criticism, if they areimplemented effectively, they provide a flexible and powerful work-basedtraining plan.Theirgreat benefit is that they recognise an individual’s experience and requireevidence of how actual skills and knowledge are applied in the workplace.Herein the construction industry, NVQs have become a growing standard for measuringskills. For example, the Chartered Institute of Building now recognises formembership those who achieve NVQ Level 5 in construction contracts management.MarcAucklandChief knowledge manager, BTAction-centredlearning, as many people know, was invented in the UK and is one of our biggestcontributions to training. I’ve always found it a very effective way oftraining and developing people, as well as team building.AtBT we have used several British training companies specialising in the area,and a number of our overseas joint venture partners have sent their people oncourses in the UK.Theexperiential learning benefits of action-centred learning are very powerful inteambuilding, problem-solving and development.TonyLongmireTechnical and training director, LGH GroupBritainused to provide excellent “hands-on” training that was the envy of the worldbut has sadly been lost, as those with the experience and expertise haveretired. What has replaced it does not cover the more traditional skills thatwere commonplace, particularly within the engineering and constructionindustries.Britainis good at problem-solving and innovative training techniques at local level,but the enthusiasm wanes when obstacles are created by well-intentionedgovernment bodies in charge of training and funding. Previous Article Next Article The best of BritishOn 1 Mar 2001 in Personnel Today Related posts:No related photos.last_img