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For some odd reason, on the job we use them together but in the classroom we teach them separately. I think it's because it's easier on instructors and designers. It's just harder on students.

It's actually MUCH easier (and faster, and more effective...) to design learning when it is focused on what people need to do with what they're learning. Unfortunately, many people in training departments haven't yet discovered this.

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Originally posted by Learning Path Consultants:
The real challenge is to be able to put them together. For some odd reason, on the job we use them together but in the classroom we teach them separately.

This is a really good point. And this is why, to me, structured on-the-job training is a far superior method of training both technical and soft skills than any type of classroom training or e-learning experiences. If the OJT is designed correctly, it addresses both at the same time - never separately. And there is never an issue of the training transfering to the job.

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Originally posted by LoveLearning:
It's actually MUCH easier (and faster, and more effective...) to design learning when it is focused on what people need to do with what they're learning.

Another good argument for OJT. It's all about doing with what one is learning.

And OJT is so much cheaper, easier, and faster. You don't need instructional designers for anything. Anyone in the organization can easily learn how to analyze the needs, design the training, etc., and facilitate the process of putting together a structured OJT program. It gives ownership of learning to the learners. Learners become totally involved and responsible for their own successes and that of the organization.

Soft skills are primarily a different domain more to do with psychology than anything else. So I would say it is quite understandable if technical experts in another field may struggle to make good training courses on soft skills if they are new to the field. However given time and enthusiasm, I am sure they will get the hang of it quickly. The reason is that there is a lot of common ground in regard with the actual teaching methods which is really common between soft skills and technical training.

So when it comes to suggesting books, I would say it depends on what soft skills course they need to design. If they have to design leadership, get them books on leadership so they become familiar with the subject matter itself, buy some ready made training material so that they become familiar with the syllabus, see what needs to be covered and become familiar with training exercises. Then get them to use their own training expertise and fine tune these courses for your specific audience.

The good news is the psychology is something most people can relate to quickly so the learning curve is not as steep as say learning a new computer language. Hope this helps.

For me, I have found the differences in developing soft skills vs "technical" training to be in the design of the activities. Niether is easier or harder, per se, but the skills required to get proper involvement or the participants are different. I think this is somewhat (or mostly) due to the types of behaviors expected after the training/coaching/whatever is completed.