Why training doesn’t work

What a very strange subject for a trainer to be addressing I hear you say, however, there are many reasons and within this blog I aim to tackle a few. So let’s look at the obvious one first. The trainer has not got to grips with the brief and has just simply trotted-out a tried and tested course which may be a client with less expectation has accepted. In training one size does not fit all especially if you are you are training in my industry – Publishing. It is the responsibility of the trainer to ensure that they are acting in line with the objectives of the organisation and to deliver training that delegates can take back into the business and implement immediately to show a return on investment. It is also our responsibility to ensure that the clients expectations are managed effectively and that the entire process is delivered within the terms of the service agreement. So that’s us ….now what about when we have done all that to the highest standards imaginable? What happens after that is rather like a lottery. When I say lottery I mean the ability of line managers to for want of a better phrase ‘ pick up the ball and run with it’ When I was an internal trainer this area was always inconsistent. There were some managers who would listen to the feedback given and provide continued coaching to supplement the L&D programme and then others that would just humour me and carry on regardless.

How much did this training cost us ?????

  • So how do you know if your managers are going to act upon the action plan the trainer has provided for individual development?
  • What have you got in place to ensure that new learning is implemented and continued in areas which delegates are still finding challenging?
  • Where are the skills gaps?
  • do your managers need training in 1-2-1 coaching

Good training means cost and you want to see a return on your investment and these uncertain times and understandably you want to see immediate results. Well you will for the first week. Your delegates returned to you invigorated, filled with passion and ready to put their learning in to practice. It’s after that week, when your managers are up against deadlines and the words which I have heard are spoken ‘ Never mind all that, just get it in for what ever money, we haven’t got time’ There you have it – that four letter word that seems to hinder most things in life…. TIME Make time. Make enough time to ensure that return on your training investment reaps the results you expect.Here are some ways to ensure this happens:

Remember: From Acorns .....

  • Ensure that your managers embrace the development of their staff – Often managers see a few empty desks and think loss of revenue or work for a couple of days. Encourage them to think in terms of the long term benefits. How often have they sat in your office with their head in their hands saying ‘ He/She just isn’t getting it, I don’t know what to do’ ? I encourage managers to sit in on training for an hour to see delivery and progression alike.
  • Take comprehensive feedback on board and implement it in monthly objectives – If the trainer has provided feedback use it. build it into monthly objectives, so for example if there has been an issue surrounding yields, set a yield target. They will have the tools to be able to deal with challenging negotiations so reward them for their new found skill.Doesn’t have to be a massive gesture, just a token of recognition. Nothing like a bit of motivation and praise for someone who is finding it tough. You will see their confidence soar !
  • Make time for implementing new learning – I actually once heard a manager say to a delegate ten minutes after returning to their desk ‘ SO come on then, you’ve been out all day, let’s see some action then, you need to make double to make up for this wasted day’ To say I was shocked is an understatement and as for the delegate concerned all of their confidence and enthusiasm vanished in a split second. Set aside time to spend each day or week depending on experience to ensure learning is being used. Don’t dismiss new learning because it isn’t how you do it. That is your own insecurity shining through. If new learning means increased profits embrace it and watch your teams flourish.
  • Practice makes perfect – Depending on need, practice with your team, role-play on areas that are still challenging, praise progress and help with blocks. Encourage them and keep them motivated and their confidence will grow. Speak to the trainer, we are always happy to make suggestions to help with development of delegates at least we are here!

Energy and persistence conquer all things. Benjamin Franklin

Written by Anita-Clare Field

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Anita-Clare Field

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