Rumors that the training course is dead have been circulating for the past few months. Bloggers everywhere speculate that the cause of death was high cost combined with poor results.

Jay Cross says:
“Upon close inspection, you find that courses themselves are not that effective. Only 10 percent to 15 percent of what is taught in a course transfers to the job. Courses have a miserable track record when it comes to changing behavior. The most common way of learning one’s job comes not from taking a course but from asking someone.”

But is there a possibility that these rumors about the death of the course have been greatly exaggerated?

I still see the course everywhere. Many of my clients still invest in classroom based learning solutions (courses, presentations, conferences etc.), and there is still a strong belief that much can be accomplished when you bring a group of people together in a room with a skilled facilitator.

Formal learning events seem especially appropriate to foundational learning (beginner’s courses, 101’s etc.), when learners are at the same starting point with the material (they know nothing or little).

Formal learning events also work well for executive leadership development initiatives. A formal course format forces busy executives to take some time away from work, and gives them a chance to network, brainstorm and form communities.

But the role of the course is changing. Most of my clients are moving away from isolated learning events (courses, conferences etc.) and moving towards an integrated blended learning program. The time spent in the classroom is being greatly reduced, while self service learning options are being added. There is also a strong trend towards providing opportunities to collaborate with and learn from colleagues both formally and informally. Learning is becoming more closely connected with work, and learning programs are becoming more personalized.

Both formal and informal. Perhaps the most effective learning programs are a combination of formal and informal learning. We can use formal learning to build the foundation; and use informal learning to contextualize and extend the foundational learning experience.

What do you think?
This question goes out to learning designers and consultants everywhere. In this era of Learning 2.0 (highly contextualized, personalized, just-in-time, workflow, on demand, self service, informal, community), what role does the training course play in an organizations training and development initiatives? Is the structured course still relevant or is it an endangered species?