Let’s face it. Training is on its last legs. The days of sending Joe or Mary off to some two day “How to Deal With Difficult People” (or similar) course, hoping they’ll come back an improved person are long gone. Or are they?
Is it still way too easy for manager to authorize a random training event than it is for them to sit down and identify what training a person really needs and have them use it when they come back to work?
Ask yourself; “When was the last time I went to a training event, learned something, and then went back to the office and applied it?” There is actually nothing inherently wrong or sick or problematic with training events per se. The challenge lies in the way in which businesses utilise training as part of their organisational learning approach.
Training as a stand-alone event is likely to have less than desired results regardless of the competence of the trainer, the brilliance of the content or the desire of the participant.
However, when a specific training event is part of a process of focused, purpose driven employee development, there is a far greater likelihood of training, resulting in noticeable changes in behaviour and improved performance and results in the workplace.
The key here is the concept of ‘developing employees’ as opposed to simply training them. When an employee attends a training event that is part of a structured program for their development at work; and when that program includes coaching from the manager and action plans for implementation. Upon the persons return to work, the effectiveness of that training will substantially increase.
To read more about training as part of a development process. Click here. What do you think? When has training the most effective for you? What is it like when you work?