05 Feb Why I Prefer Long-Term Learning Programs

Don’t misunderstand me. I love all formats of learning, both short and long-term. I was actually with a group of engaging participants for the past two days. I already missed the group. But, I’m biased about long-term learning.

Here is why. When I lead a 6-month Master Mind or 12-month Cohort Program or when I engage with a client in a long-term retention coaching program, they give us the opportunity to:
1. Know each other at a deeper level. If I know them well, I can help them well.
2. Create bonds that go beyond the scope and period of the project. People learn from someone they like and trust.
3. Complement classroom learning with assessments, shadowing, coaching, in-between assignments, on-the-side projects to practice what they are learning, etc.
4. Watch them grow and make progress. What a delight to see the fruits of your labor! When you facilitate a short-term program, your effort may bear fruit; that is what you strongly believe. But there is no way you can know about the final outcome of that program. It frustrates me…
5. Make amends on the fly and right there. I want to know what works and make changes on the fly when something isn’t working. You can’t do that with a short-term program. Yes, you get feedback afterward, but the feedback only helps future clients.
6. And more…

You won’t have these and many advantages when you facilitate one-day or two-day workshops or a few-hour coaching programs.

I’m excited! Later today, we’ll be launching a long-term cohort program (18 months) for middle leaders. I can’t wait…

If you’re a learning professional, what do you prefer? What is your take on this?