Building a Complete Training Framework: Weeding out the Bad Apples
***NOTE: This is a series of articles on the building a complete training framework. If you need training we offer corporate training in various forms.***
“One bad apple spoils the bunch” as the old saying goes.
And one bad apple can destroy your training. And there seems to be two types of bad apples in training world: (1) bad training that wastes the time, energy and money of organizations and erodes confidence, and (2) individuals in training that don’t want to be there.
To get the most out of training and development we want to get rid of both “bad apples.”
When buying training we find that most managers and leaders are very careful. They vet the providers and make sure they are getting quality.
The problem is that many options that look quality are not. For instance, let’s take time management training. Since writing It’s About Time and designing the Time Magicment() philosophy Shannon J. Gregg and I spend a lot of time training in this area.
And there are a lot of time management systems out there. And a lot of our clients are disappointed with the results.
But why do so many smart, efficient and caring managers, leaders and owners pick the wrong training?
Our theory is that most of the systems you see aren’t comprehensive enough. Mainly they just scratch the surface and bring a quick hit. But the sales rep isn’t going to tell you that.
We, on the other hand, know that time management is part of a journey. When we can get into deeper conversations with owners about their needs and long-term goals for their staff we often can agree that time management is part of the broader process of improvement not just a one-stop cure all.
And with hurried schedules who hasn’t felt a little ill and ran into the store to buy some pain killers and hope for the best rather than call and schedule an appointment with the doctor?
The problem is many of those selling short-term pain killers and trying to pretend it’s the same thing as going to the doctor. And it’s not.
To cure this ailment always look at the big picture on your training and staff development. The Do Business Effectively() Pyramid will help you get there!
We pride ourselves on offering complete solutions, not just bandaids.
Those That Don’t Want Training
In every organization there will be those that want to develop and those that don’t. No changing that.
In high performing organizations we tend to see more that want the training than don’t. That makes sense. So the first step in effective training is filtering to get the right people in before you even start.
So what do you do with those on your team that don’t want training?
Well, you have choices.
Some organizations let them go to the training and monitor performance on the back-end. Eventually those that don’t invest in themselves will start to falter, not keep up or fall behind their peers. Then you can figure out what happens to their advancement and career (more on that later).
Another option is to make the training voluntary. Allow some folks to go and others opt-out. This usually leads to a more engaged and motivated class and better results. You’ll still want to monitor the performance of those that did and didn’t attend after the fact. We suspect in most cases you’ll see the same patterns as if you required attendance but you’ll have smaller class sizes and more focused results from those that do attend the training.
The next step, of course, is to try to grow those that want to grow and determine what your organization’s policy is on those that don’t want to grow. At least by offering training you are getting clear signals on who fits where in your company.
The highest performing organizations tend to have plans for how to make their teams stronger and stronger over time – by better hiring, career monitoring and development.
To get the bad apples out of your training you need to look at the big picture and how you are working your organization to be the best over time.
What’s Your Policy?
Two problems but both tied into your organization’s policies to deal with various issues.
So that raise the question: what is your policy? How do you make training fit the culture and long-term plans of your organization?
Let us know.
And if you need a little help on getting training right – let us know.
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