The Importance of Training… and its Correct Application

buy Cialis Soft 20 mg Canada by Bob McGannon (PMP)

 

No product labelling is apt to say “same ole same old.”

Nobody is ever fondly remembered for staunchly maintaining the status quo.

There are no bestselling books entitled ‘In Search of Ordinary.’

 

Our fast moving economy – and the ever growing demands of executives and the customers they are trying to satisfy – require change, growth and continuous improvement within ourselves and the areas in which we work.

Successfully meeting these requirements involves incorporating new ideas, carefully integrating new business processes, conducting appropriate change management and investing in people to tie it all together. Rarely do we find anyone arguing with this last statement; however training – one of the primary ways of investing in people, embedding new processes, and properly guiding organisational change – is one of the first things to go when organisations need to save money. This is interesting…especially in light of the fact that so many projects fail due to a lack of appropriate change integration or understanding of the business objectives being implemented via projects.

It would seem that training should increase during times when money is tight, as the best way to drive lasting productivity improvements and generate new ideas to enhance the viability of a company is through investment in the people who bring those ideas to the fore.

I do believe I know the reason training rarely increases when things get tight…

Firstly, it is a short term cost that rarely yields immediate results.  In fact many training exercises don’t yield any results at all because we forget we are training humans, not machines. Any new habit or application of a new capability (which after all is the outcome you should be looking for from training) takes time to develop and instil in day to day approaches to work. In the case of habits, current research states that it takes a minimum of six to eight weeks for us to repeatedly apply a new habit; be it in work or other aspects of our daily lives.

Training sessions can be perceived as failing to deliver because organisations treat them like a magical elixir that will transform their people in two days, instilling new habits instantly, and making people adept with new capabilities without any opportunity to practice and refine their skills.

So, training is important, but it is not important or relevant if we do not apply the concept of training correctly. Training needs to be treated like a new performance measurement, because that is exactly what it SHOULD BE!

If you were implementing a new performance measure you would share that measure with your managers first to ensure they understood it. You would then make certain you have a means to capture and share results relating to that new performance measure. Next you would share that with your managers. Finally you would share the new measure and recording method with your staff, to ensure new behaviours resulted. From all this you can monitor results and ‘adjust as required’ to achieve your objectives.

This same thinking should be applied to training so that organisations achieve the desired results from their employees and reap the rewards of their investment.

Things to consider!

 

  • determine the goals or the change you want to achieve from any training session.
  • inform the managers so they are aware of that change, and how that change will be measured or assessed.
  • monitor for evidence of the change or improvement you are looking for; remember we are dealing with humans!

 

Change will not be instantaneous. It needs to be instilled attentively…

 

To do this:

 

  • implement feedback loops. If managers do not provide positive feedback when new behaviours or capabilities are displayed, motivation to change will wane quickly.
  • support the person with coaching and mentoring. Successful training yields new capabilities much more frequently when paired with follow-up mentoring and coaching from experts, the management team, or ideally both.
  • allow for failure – initially. Our first attempts at things – from riding a bike to using that brand new iPhone app, don’t always go as hoped. It often requires some trial and error before the expected benefits are realised.

 

So, do you have a need for greater productivity and enhanced capabilities?  Don’t cut training, it will cut your short term costs but it will disable your ability for lasting improvement. Keep the training (or expand it!) and increase your attentiveness and you are more likely to meet those ever increasing demands you get from management and your customers.

 

 

Mindavation provides both online and customised face to face training to meet each organisation’s needs, paired with follow-up coaching to ensure you get the enhanced capabilities you need to propel your business.

Contact us at:- info@mindavation.com / www.mindavation.com / 1-866-888-MIND (6463).

The Mindavation Foundation is proud to donate 5% of profits towards development of youth leaders.
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