Imagine investing thousands of dollars into a corporate training program, only to watch it fall flat as employees disengage and valuable time slips away. This scenario isn’t just a worst-case fantasy—it’s a reality many organizations face. In a recent episode of Skilled, Jeff Miller shared his transformative insights on why traditional Learning and Development (L&D) strategies often miss the mark and how precision skill development can turn the tide.
The One-Size-Fits-All Fallacy
Jeff kicked off his story with a humorous yet eye-opening anecdote about a miscommunication during a training session in the UK. While facilitating a goal-setting activity, Jeff and his colleague were perplexed by the unexpected reactions from their audience. It turned out that the term “tossing” had a completely different connotation in the UK, leading to confusion and laughter. This incident underscored a critical lesson: cultural nuances matter, and assuming a universal approach to training can lead to unintended consequences.
Building from the Ground Up: Jeff’s Success at Cornerstone OnDemand
When Jeff joined Cornerstone OnDemand in 2013, he was the first internal L&D resource in a company that was already a leader in the learning industry. Faced with the challenge of creating a robust learning program from scratch, Jeff didn’t rely on generic solutions. Instead, he crafted a four-tier program tailored to the specific needs of different employee levels—from leadership to individual contributors. By focusing on precise skill sets like change management and team motivation, Jeff’s programs were met with overwhelming enthusiasm, often filling up within minutes of registration.
One standout initiative was the employee-driven learning day, where staff could suggest and lead their own courses. From Python coding to wine tasting, this approach not only engaged employees but also fostered a culture of ownership and collaboration. The result? Over 60,000 hours of employee-led training in just five years, reinforcing a global culture of continuous learning.
Precision Skill Development: The Game Changer
Jeff’s experience highlights a fundamental flaw in many corporate training programs: the assumption that one coach or trainer can address a multitude of skills across different domains. Instead, Jeff advocates for Precision Skill Development, where employees are matched with subject matter experts who specialize in the exact skills they need to develop. This targeted approach ensures that training is relevant, engaging, and, most importantly, effective.
“At Cornerstone, we realized that generic training wasn’t cutting it. By identifying specific skill gaps and matching employees with the right experts, we saw a significant improvement in both engagement and performance,” Jeff explains. This method not only maximizes the impact of training programs but also aligns employee development with the company’s strategic goals.
Cultivating a Feedback-Driven Culture
Another pivotal insight from Jeff’s journey is the importance of building a feedback-driven culture. Traditional “learning cultures” often overlook the critical role of feedback in facilitating real growth. Jeff emphasizes that true learning happens through co-construction—a collaborative process where employees and leaders engage in meaningful dialogue to deepen understanding and drive improvement.
“Feedback isn’t just about giving advice; it’s about creating a continuous loop of learning and development,” Jeff states. By integrating feedback into every aspect of the training program, organizations can ensure that learning is dynamic and responsive to individual needs.
Overcoming Challenges: Lessons Learned
Jeff’s path wasn’t without its hurdles. Managing a global training program required balancing the diverse needs of employees across different regions, dealing with overwhelming demand, and ensuring that training remained personalized despite rapid growth. One of the biggest challenges was avoiding the pitfalls of “one-shot” training sessions that fail to provide lasting value. Instead, Jeff focused on creating multi-tiered programs that offered ongoing support and coaching, ensuring that employees could continuously build and refine their skills.
Final Thoughts: The Future of Learning and Development
Jeff Miller’s story is a compelling testament to the power of personalized, precision-driven training programs. As organizations navigate an increasingly complex and competitive landscape, the need for tailored learning solutions has never been more critical. By moving away from generic approaches and embracing targeted skill development, companies can unlock the full potential of their workforce, drive meaningful growth, and foster a culture of continuous improvement.
In Jeff’s words, “If you can’t laugh at yourself, then who can you laugh at?” And more importantly, “If you can’t learn in a way that works for you, how can you grow?” It’s time for organizations to rethink their approach to training and development, ensuring that every investment in learning is as unique and dynamic as the people it’s meant to empower.
For a deeper dive into the conversation, watch the full episode here:
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