Two classes that stand out to me for very different reasons are Personal Finance 2 and Crucial Conversations in the Workplace. One felt immediately valuable and practical, while the other felt less impactful.
Personal Finance 2 was especially beneficial because it focused on real world financial knowledge, things like understanding taxes, deductions, credits, and long term financial planning. The material felt directly applicable to my life. This aligns with what we discussed in lecture about training effectiveness and how learning is strongest when it connects clearly to performance or real outcomes. The course also built practical competence, not just awareness. Similar to the UPS training redesign described in The Making of a UPS Driver, the value came from learning skills that could immediately be applied. In addition, the class increased my confidence in managing real financial decisions, which supports Ellis et al. (2017), who argue that structured learning and clarity improve long term performance and engagement.
In contrast, Crucial Conversations in the Workplace felt less beneficial because we do not do much active application. While the topic itself is important, the class lacks consistent practice and engagement. Research suggests that learning transfer improves when participants actively rehearse skills and receive feedback. Without opportunities to apply the material, it becomes harder to internalize. As Buckingham and Coffman (2016) emphasize in First, Break All the Rules, development should focus on strengthening natural talents through meaningful action, not just passive discussion.
Ultimately, the difference came down to relevance, engagement, and application. When a class teaches useful, real world skills and provides opportunities to practice them, it sticks. When it lacks activity and clear impact, it’s much harder to see the value.
References
Buckingham, M., & Coffman, C. (2016). First, break all the rules: What the world’s greatest managers do differently (2020 ed.). Gallup Press.
Ellis, A. M., Nifadkar, S. S., Bauer, T. N., & Erdogan, B. (2017). Your new hires won’t succeed unless you onboard them properly. Harvard Business Review.
Koblin, J. (2019). At Walmart Academy, training better managers. But with a better future? The New York Times.
The making of a UPS driver. (n.d.). Fortune.