The What, How and Why – The Important Framework and Essential Tool in Training People

The “What,” “How,” and “Why” framework is a powerful and essential tool in training and education. It provides a logical and comprehensive structure that ensures the training is not just a delivery of information, but a convenient and memorable learning experience.

Here’s a breakdown of why each component is so important:

1. The “What” (The Content)

The “What” is the foundational knowledge and skills that the training will cover. It answers the question: “What am I going to learn?”

• Provides a Clear Roadmap: This component outlines the key concepts, facts, and principles of the training. It provides learners with a clear idea of what to expect, reducing anxiety and enabling them to prepare mentally.
• Establishes a Baseline: The “What” defines the core information. It’s the “theory” or the “knowledge” part of the learning. For example, in a session teaching a static behavior, such as a sit, the goal is explained as an objective and measurable criterion. This means the whole picture is outlined and the output is defined so the student knows when they have achieved the goal.  We will teach a sit with a duration of 5 seconds when you cue the behavior once using a verbal cue, “sit.” You will be a distance of 1 foot away from the dog when the cue is given.
• Organizes Information: A well-defined “What” helps the trainer structure the content in a logical flow, ensuring that all necessary topics are covered coherently.

 

2. The “How” (The Application)

The “How” is the practical component of the training. It takes the theoretical knowledge from the “What” and turns it into actionable skills. It answers the question: “How do I use this?”

• Promotes Practical Skills: This is where students apply the knowledge. It includes hands-on activities. For example, let’s use our example above, the “sit”. The how would be we are going to lure the dog from a standing position into a sit using a small food lure positioned carefully just in front of the nose, moving at a slow enough pace where the dog does not lose interest in the food and not too slow that the lure prevents the dog from moving fluidly.   Where the nose goes, the body follows. Builds Confidence: By providing opportunities to practice in a low-stakes environment, the “How” builds the learner’s confidence and competence. This makes them more likely to apply the new skills in their daily lives.
• Facilitates Transfer of Learning: The ultimate goal of training is for the learner to apply what they learned.  The “How” is the bridge that helps them transfer the knowledge and skills from the classroom to the real world. Without it, the training may not lead to any meaningful change in behavior or performance.

3. The “Why” (The Purpose)

This is arguably the most critical part of the framework. The “Why” connects the training to the learner’s purpose and motivation. It answers the fundamental question: “Why should I care about this?”

• Creates Relevance: The “Why” explains the benefits of the training to the individual. “You need to learn how to use the leash correctly and attach it to the harness so that walks are enjoyable for both you and your dog, free of pulling and pressure against the dog’s sensitive neck region.” No more crazy walks battling with your dog.
• Boosts Engagement: When learners understand the purpose and value of the training, they are more likely to be engaged, pay attention, and actively participate in the learning process, without a clear understanding of the “Why,” the training can feel like a chore.
• Enhances Retention: Our brains are wired to prioritize information that is relevant and useful. When learners understand the purpose, they create a mental framework for the information, making it easier to store and retrieve.

Summary

In short, the “What,” “How,” and “Why” framework creates a complete and practical training experience:

• Why: Motivation and purpose. It inspires learners to engage by showing them the value of the training.
• What: Knowledge and content. It provides the information they need to learn.
• How: Skills and application. It shows them how to apply that knowledge to their work, building confidence and competence.

A training program that only focuses on the “What” is a lecture.

One that focuses only on the “How” is often a confusing set of instructions.

But a training that effectively integrates all three components is one that truly empowers learners and delivers tangible results.

 

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