The reason why so many companies are changing their training methods to the IMPACT60 Learning Systems® approach is that there are Seven (7) Inherited Problems with 20th Century Training Program Platforms.

Most workplace training conducted today is based on training concepts and platforms that were popularized in the mid-to-late 20th century. It is IMPACT60’s position that changes are needed to bring workplace learning and development fully into the 21st century. The training needs of the knowledge economy are not effectively addressed—and cannot be addressed—by outdated training concepts and platforms. That said, there are inherent problems with the way training and development is generally provided to learners today because many training platforms, regardless of the source, are predicated on 20th century practices. Chief among these are:

Duration of Programs

70% of all training continues to be delivered in either a full-day or multi-day program format. Given the pressures of the 21st century business climate, this practice is highly inefficient. Personnel cannot be away from their jobs for an extended period of time in an environment where productivity is increasingly time-sensitive and staffing levels are generally below norms.

Coverage of Content

Due in part to the length of traditional training programs, but mostly as a result of 20th century design strategy, the make-up of nearly all present day training programs is comprised of a wide array of concepts, procedures, processes, practices and/or skills, which are presented over a period of several hours or days. This is not only inefficient but also, ineffectual, because learners have to focus on and grasp vast amounts of information in a relatively short period of time, which leads to information overload.

Delivery Approach

Although great strides have been made in the past 15 years to improve participants’ engagement during training, most training continues to be delivered in a highly formal and generally passive manner because of legacy design and development practices. However, in today’s fast-paced and ever-changing business climate—and given the growing impact of Generation Xers and Millennials in the workforce—20th century delivery approaches are not only problematic, but also far less effective. Today speed, simplicity, and “participant-focused learning” are keys to training delivery success.

Training Transferability

Even today, industry statistics indicate that no more than 62% of training transfers to the job immediately. Over time participants’ retention of training—and thus their ability to apply it on the job—decreases by as much as 80%. A key reason for the lack of application is that training is not typically reinforced on the job through job aids, coaching, etc. Inherent also in the transferability problem is the fact that much of training continues to be delivered in a single event that lasts a day or multiple days, covers too much content resulting in information overload, and is taught with methodologies that do not fully engage participants. Indeed, the first four of the seven problems are signature shortcomings of 20th century training practices. Combined they exacerbate the problem of low transferability.

Impact and Measurability

Given the transferability problem, the impact of training and the ability to measure it is at best limited; especially in the absence of post-training application and reinforcement tools. This result can be seen even in training programs that are heavy on procedures, processes, practices, and hard skills (operational functions, functional tasks, etc.), and/or various forms of quantitative orientation. The problem of impact and measurability is heightened in programs that teach soft skills (people, interpersonal, communications, etc.) and conceptual skills (thinking, decision making, judgment, etc.)—both of which are essential in a knowledge-based economy—because of their imperceptible nature. Thus, 20th century training platforms have inherent impact and measurability limitations that are expanding in the present day business climate.


Because most of today’s training continues to be delivered in day-long and multi-day program formats, there are inherent inflexibilities in their utility. First of all, the number of days needed to conduct these programs is a constant and must be set aside as a “training-only day or days.” Second, the personnel assigned to the training (participants as well as instructors, if internal instructors are utilized) must be allocated to “training-only work” on the day or days when training takes place. Third, if delivered on-site, facilities must be dedicated to/used for “training-only purposes” on the day(s) that training occurs. Additionally, inherent in day-long and multi-day program formats are inflexibilities in delivery approach because these programs are not easily transportable to emerging technological applications, such as online deliveries. Therefore, given the pressures of today’s business environment—especially when taking into account the need to maximize the use of resources and technology for increased competitiveness, sustained growth, improved profitability, etc.—these inflexibilities can prove to be both undesirable and unmanageable.


There are inherent cost-inefficiencies related to the long-standing 20th century workplace learning and development practices. For example: loss of productivity costs occur each time personnel are taken away from their jobs to attend standard day-long and multi-day training programs. In addition, when delivered off-site, there is limited ability to control costs not directly related to learning and development, such as travel, lodging, meals, etc. And finally, when programs are not crafted (or customized) to address specific training needs, audiences, and/or business conditions, there is greater potential that participants will be exposed to training that is not appropriate, needed, or beneficial. All three factors are shortcomings of 20th century workplace learning and development practices which continue to grow in size, scope, and degree of impact in today’s business climate.

IMPACT60 provides a new approach to workplace learning and development in the 21st century. Our revolutionary 60 MINUTES for IMPACT® corporate training workshops’ platform for managers, executive leadership, sales and customer service personnel is a faster, better, and more cost effective way to train in today’s fast paced, ever changing and highly demanding knowledge-driven economy. It helps to minimize, if not eliminate, the negative impact of the seven problems inherent in traditional 20th century training programs’ platforms. Our workshops are…Concisely Timed and Highly Focused…Participant-Centric…Immediately Applicable...Fully Supported and Easily Evaluated...Results Based…Uniquely Flexible…and …Radically Priced.

Contact us to let us know which of the seven problems are negatively impacting your organization today. And, find out how we can help bring your training fully into the 21st century.


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