If your training
goals include preparing people to move themselves from novice to expert levels
of performance, then holistic methods may be for you.
Inadequate assumptions about how people learn too often cripple employee training programs. Inefficiency and low productivity are the undesirable results.
Many training theorists assume that the best way to understand how people perform a complex activity is by breaking that activity down into logically distinct pieces. And the best way to train that activity, then, is by starting with the pieces, later combining them into larger pieces and eventually into the required activity as a whole. To teach someone to drive, for example, you would first teach them about steering, breaking, and the other pieces of driving before putting those pieces together into the larger act of driving.
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