In the nuclear industry, we evaluate our training programs to ensure "training creep" is not displacing valuable training subjects. In leadership training, training creep can come in the form of new processes, procedure revisions and overly technical case studies. We are taught in our initial instructor training courses there are three learning domains, which include cognitive, psychomotor and affective. We are taught the training world lives in the areas of cognitive and psychomotor. We at Palo Verde believe these DLAs are a new approach on how training also can live in the affective domain. When leaders and frontline personnel work together to facilitate leadership training, new experiences are made. This is how values and beliefs are advanced to the next level in the affective learning domain. And this is how we believe leadership training should be.
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