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FORMAZIONE SI’, PURCHE’ FORMI

Da quando esistono le aziende si fa e si parla di formazione. Con il tempo le sono stati attribuiti molti ruoli:  addestramento, insegnamento, vacanza-premio, giustificativo per riorganizzare l’azienda, riciclaggio delle persone. Se ho tralasciato qualche ruolo me ne scuso. Di fatto ho sempre pensato che la formazione abbia avuto un solo scopo:  conferie il saper fare alle persone. Sia che si tratti di formazione a basso livello, più conosciuta come addestramento, sia che si tratti di formazione ad alto livello, a dirigenti e laureati esperti per intenderci, la formazione dovrebbe avere come scopo principale l’arricchimento di conoscenze.

Di conseguenza, lo scopo comune a qualsiasi tipo di formaztore dovrebbe  essere il seguente: fare in mondo che le persone imparino a fare qualcosa che prima non sapevano fare. Ciò può avvenire soltanto se la formazione raggiunge risultati empirici, applicabili immediatamente alla realtà dell’azienda nella quale la persona formata lavora.

Se questo è lo scopo di ogni tipo di formazione il metodo di formazione è fondamentale.

Non deve essere predicatoria, ossia non deve avere la pretesa di raccontare o spiegare concetti o metodi che i partecipanti non possano avere il tempo di assimilare e fare propri.

Non deve essere dogmatica, ossia non deve imporre agli altri convincimenti personali o credenze personali come se forro verità assolute.

Deve fare in modo che i partecipanti abbiano la sensazione di essersi arricchiti non solo in termini di sapere, ma anche di saper fare.

In fondo, la formazione è un servizio che viene fornito da chi fa formazione a chi la formazione la riceve. Tanto vale che il fruitore della formazione sia prima di tutto soddisfatto. Non solo, ma occorre anche che il formatore si accerti che le persone siano convinte di essersi arricchite in termini di conoscenze. Non solo, ma deve essere convinto che in conseguenza di ciò che hanno appreso modificheranno i loro atteggiamenti e comportamenti futuri.

Non deve essere disarcionante. Ho assistito a molti corsi di formazione nel corso dei quali il primo stadio era dedicato a disorientare i partecipanti per poi trasferire loro concetti e metodi sensa provarne la applicabilità empirica.

Le implicazioni di questo approccio alla formazione sono diverse. Dev’essere un know how di alcune persone da ttrasferire ad altre persone. Dev’essere progettata in funzione delle reali esigenze delle persone da formare. Non deve essere un business fine a se stesso.

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