1.
Compliance?<br />Competence?<br />

2.
Earlier this year I had the opportunity to take on a consultancy assignment in deepest Africa. Before I could go, I had to complete an e-learning course around issues of health, safety and security.<br />

3.
As I found out, in some parts of the world safety and security are very important issues. <br />

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There’s a lot that can go wrong if you don’t know what you’re doing. <br />

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As you can imagine, this is a fascinating topic and the course could have been really interesting and engaging.<br />

6.
It might even have worked if it had been properly positioned and reinforced.<br />

7.
Trouble is, this was a compulsory course, followed by a very long test which I had to pass if I was to continue with the assignment.<br />

8.
The game became beating the system – passing the test with the least possible effort.<br />

9.
I failed in this respect because I didn’t pass the test first time round. Good job I had written down the answers to the more tricky questions, so I wouldn’t mess up a second time.<br />

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And, of course, I had forgotten everything I had ‘learned’ within a few days.<br />

11.
What could have been a highly intriguing exploration of issues likely to have a very real impact on my personal well-being …<br />

12.
… became a rather frustrating chore to be finished as quickly as possible.<br />

13.
To be fair, my client was, in this case, probably really looking to increase the competence of its employees and sub-contractors in dealing with issues of safety and security.<br />

14.
What they got was compliance, i.e. people who could pass a quiz.<br />

15.
Compliance training is carried out in order to meet a regulatory requirement or to reduce a risk of legal liability. Training must be seen to have taken place. Real learning is a bonus.<br />

16.
Competence-based training, on the other hand, is focused on performance – making sure employees can do their job properly.<br />

17.
Compliance training is designed to be as efficient as possible – that means cheap, quick and non-disruptive.<br />

18.
Whereas competency-based training is designed to be as effective as possible. In other words, it works.<br />

19.
So, why is compliance-based training not effective? Well, firstly it is compulsory, which causes resentment – a ‘teach-me-if-you-can’ mentality.<br />

20.
Compliance training tends to start with the assumption that you’re guilty (of discrimination, of poor security, etc.) until proven innocent, which causes defensiveness.<br />

21.
And most compliance training involves testing, which causes stress. Resentment, defensiveness and stress are not so good for learning.<br />

22.
Compliance training can even do more harm than good.<br />“Practices that target managerial bias through diversity training show virtually no effect. In fact, research to date suggests that the training often generates a backlash.”<br />Professor Frank Dobbin<br />Harvard University<br />

23.
Compliance training also damages e-learning. Here’s why:<br />

24.
Here’s why compliance training damages e-learning:<br />

25.
Here’s why compliance training damages e-learning:<br />

26.
Here’s why compliance training damages e-learning:<br />

27.
To ensure competence, an intervention needs to cover all the bases. First of all it must provide positioning - a rationale for the training - as well as covering the underlying concepts and principles.<br />

28.
It needs to present the policies and procedures clearly and simply.<br />

29.
It should work through some examples.<br />

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And allow the learner ample opportunity for practice, safe from danger and from the risk of embarrassment. Here’s where simulations and scenarios come in handy.<br />

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The learner must be supported in applying what they have learned to the job, perhaps by coaching, by reference information available on demand, or through communities of practice.<br />

32.
And managers need to reinforce the new behaviours by modelling the skills themselves and by providing rewards through the performance management system.<br />

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By contrast, a typical compliance programme does this ...<br />

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By contrast, a typical compliance programme does this ...<br />

35.
This methodology is driven by managers who don’t understand about learning. They assume that learners are empty vessels just waiting to be filled.<br />

36.
As a result, most compliance training is like drinking from a fire hose.<br />

37.
Compliance training only works as a tick-box exercise – it doesn’t result in changed behaviour (and it damages the reputation ofe-learning).<br />

38.
To really make a difference, the emphasis needs to shift to competence: a more sophisticated and costly blend of activities, but with a strong chance of success.<br />

39.
Success really is worth striving for: less discrimination, fewer accidents, fewer security issues, fewer security lapses, fewer legal claims, fewer PR disasters.<br />

40.
Compliance or competence - you choose<br />was created by Clive Shepherd<br />© Copyright 2009, Fastrak Consulting Ltd<br />