Why Training Rarely Solves The Problem- I’m OK. You’re OK. Let’s Fix the System

By Michelle Malay Carter on March 29, 2010 

Why Training Rarely Solves the ProblemManagement’s Magic Bullet – Training
Training is a fabulous thing – if people need to build knowledge and skills.

But how often are issues at work really caused by someone’s lack of knowledge or skill?

What does training NOT address?

Have you been sent to training that was a clear waste of your time?? When you returned, did you say, I’m OK.? You’re OK.? Let’s fix the system?

Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management, Work Levels

Comments

7 Responses to “Why Training Rarely Solves The Problem- I’m OK. You’re OK. Let’s Fix the System”

  1. Norman on March 30th, 2010 11:09 am

    Michelle,

    Could you expand and clarify the last bullet point a bit?

    — Whether the system rewards only output or both output and effectiveness.

    In particular, how do you define and measure “effectiveness”?

    Many thanks,
    Norman

  2. Twitter Trackbacks for Why Training Rarely Solves The Problem- I?m OK. You?re OK. Let?s Fix the System | Mission Minded Management [missionmindedmanagement.com] on Topsy.com on March 30th, 2010 11:27 am

    […] Why Training Rarely Solves The Problem- I?m OK. You?re OK. Let?s Fix the System | Mission Mind… http://www.missionmindedmanagement.com/why-training-rarely-solves-the-problem-im-ok-youre-ok-lets-fix-the-system – view page – cached Why Training Rarely Solves The Problem- I?m OK. You?re OK. Let?s Fix the System Filter tweets […]

  3. Michelle Malay Carter on March 30th, 2010 1:25 pm

    Hi Norman,

    Effectiveness can’t be measured, only judged. It is and will always be subjective. Judging employee effectiveness is at the heart of managerial leadership.

    In our quest for certitude and in an effort to avoid lawsuits, we have deceived ourselves into believing we can measure anything.

    Not so. Read more here: http://www.missionmindedmanagement.com/taking_the_judge_out_of_judgment_02_oct_2007

    Regards,

    Michelle

  4. Dennis Callahan on April 4th, 2010 10:37 am

    Hi Michelle – great point above. Training is often the easiest solution to suggest and is usually not the issue (as you’ve outlined). The root cause of human performance issues are usually caused by the system (not the performer).
    Performance gaps are caused by:

    1. Work environment ? processes, tools, support. Set up my
    environment for me to make me successful.

    2. Motivation:
    External motivation (incentives) ? what are the expectations for
    the role? Are there positive consequences for doing the job
    well? Are there negative consequences for not doing it well?
    Provide incentives for me to do my job well.

    Internal motivation ? if someone is not doing their job well
    because they do not like their job or they don?t care. This is
    internal motivation and is usually a hiring issue. Hire people
    that are internally motivated to perform the job.

    3. Skill or knowledge gap ? if someone is lacking the skills or knowledge to perform their job. This is a training issue.

  5. Michelle Malay Carter on April 18th, 2010 1:54 pm

    Hi Dennis,

    Thank you for the frame. It is a good one. Thanks for stopping by and commenting.

    Regards,

    Michelle

  6. kate tucker on May 8th, 2010 7:48 pm

    Hi Michelle
    Can you expand on your thinking and meaning behind the phrase – I’m OK, Your’e Ok, lets Fix the system?

  7. Michelle Malay Carter on May 9th, 2010 11:42 am

    Hi Kate,

    Welcome. All the content of this blog is an expansion of that idea. The About page of this blog says it most concisely: http://www.missionmindedmanagement.com/about

    Regards,

    Michelle

Leave a Reply