Thanks for stopping by. I agree leading from the front is important. Training plays an important role in organizations when used under the right circumstances and for the right reasons. Too often, it’s not. Thanks for the comment.

Regards,

Michelle

As a facilitator on outbound programmes, it is a continuing frustrating experience to find clients asking about location, exciting activities, accommodation arrangements, booze possibilities in the evening……. and perhaps a reluctant and general response when asked about training objectives.

It becomes a matter of concern if the outbound is a perk to justify a training bugdet without getting employees too shaken up, or if there is anything they actually hope to achieve in training by talking about everything except it.

It is a rare meeting where the focus of the meeting is on training more than 10 percent of the time.

In cases of long training relationships, exploring along these lines even throws up concerns about whether the leadership is comfortable leading the new and improved participants and how their discomfort initiates processes of regression at times.

Yet, it is the rare leadership that will invest themselves in a programme before “downloading” it to the rest of the people. Leading from the front is a concept. The risk to actually do it…….

Thanks for stopping by. I agree with your assessments. Training is invaluable for specific situations, but far short of a cure all.

Thank you for your comment and encouragement.

Regards,

Michelle

This part of your post is real powerful:

“The Training Cure-All
I think we throw training at employees out of desperation and ignorance. We do this in a noble effort to address all that ails organizations. ”

There is no arguing that most training is done in good faith and with the best of intentions.

However, training can’t fix the following:
1. The wrong person in the job in the first place. It’s like pounding a square peg into a round hole… some things just don’t fit.

2. People who don’t want to learn, develop, and change. Forcing change is tough, some people just can’t do it and it may be best they are helped on their way to find more inspiring employment elsewhere.

3. Fix all of an organization’s problems. As you say it’s akin to lipstick on a pig!

Training can:
1. Improve the skills and knowledge of team members who are willing to learn and improve.

2. Provide a positive return on investment if it is targeted to truly address the growth opportunities of an individual or team.

Great post Michelle, keep it coming!

Chris Young

Yes, you’re right. It is an easy out. We need to close the loopholes provided to managers in the current systems.

Thanks for stopping by and for the comment.

Michelle

Too easy an out for most managers – so, the problem will likely go on.

But pressing hard for a more honest look at the problem from all perspectives – sponsor, provider, and attendee – is a start. And this was an excellent presentation of the issue. Thanks!