Is Training The Solution?

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This presentation was designed to challenge traditional trainers and subject matter experts who had training thrust upon them. I want them to think outside of the instructor-led training box and recognize that many reasons that leaders send subordinates to training are not problems that training can solve. Those same trainers can then have more useful conversations when a request for training is submitted and perhaps help the leader identify the real cause of the problem so that it can be resolved.

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  • Is Training The Solution?

    1. 1. Is Training the Solution?
    2. 2. “ Maybe” by Darin Phillips
    3. 3. Example <ul><li>Name a job where you might find an underperformer </li></ul><ul><li>What might be the cause of the lack of performance? </li></ul>
    4. 4. Causal Factors - Inputs <ul><li>Data – wrong information, missing information, misleading information, and ? </li></ul><ul><li>Resources – ACT! is slow, Flagship is down, only one monitor, and ? </li></ul><ul><li>Consequences – none, wrong behaviors rewarded, and ? </li></ul>
    5. 5. Causal Factors – External Factors <ul><li>Climate – culture of entitlement and ? </li></ul><ul><li>Goals – none, not communicated, and ? </li></ul><ul><li>Structure – matrix org with competing bosses and ? </li></ul><ul><li>Processes – five points of contact and ? </li></ul><ul><li>Stakeholders – customer expectations and ? </li></ul>
    6. 6. Causal Factors – Internal Factors <ul><li>Willingness – perception filters include ?  Attitude  Behaviors </li></ul><ul><li>Ability </li></ul><ul><ul><li>Capacity – mental and physical potential and aptitude </li></ul></ul><ul><ul><li>Knowledge – acquisition affected by willingness </li></ul></ul><ul><ul><li>Skills – acquisition affected by application </li></ul></ul>
    7. 7. When Training Adds Value <ul><li>Lack of knowledge </li></ul><ul><li>Lack of skill </li></ul>
    8. 8. Cost of ‘Fixing’ Performance Problems <ul><li>Must fix the top issues before the next step down will have any impact </li></ul><ul><li>What solutions should the business pursue for each category? </li></ul><ul><li>$ Inputs – data, resources, consequences </li></ul><ul><li>$$ External Factors – climate, goals, structure, processes, stakeholders </li></ul><ul><li>$$$ Willingness – perception, attitude, behaviors </li></ul><ul><li>$$$$ Ability – capacity, knowledge, skills </li></ul>
    9. 9. How May I Be of Service? <ul><li>Does the employee understand what is expected? </li></ul><ul><li>Does the employee have access to required resources? </li></ul><ul><li>Is the employee incentivized to do the right work? </li></ul><ul><li>Is the employee motivated to succeed? </li></ul><ul><li>Does the employee have the capacity to succeed? </li></ul><ul><li>Has the employee been adequately trained? </li></ul>
    10. 10. Evidence of Value <ul><li>Baseline – measure their current knowledge, skill, and output (both what they do and how they do it) </li></ul><ul><li>Objective – define what will improve and by how much </li></ul><ul><li>Strategy – outline, content, pilot; prework and postwork; leader involvement </li></ul><ul><li>Impact – re-measure knowledge, skill, and output; what contributed to any changes? </li></ul><ul><ul><li>Don’t take all the credit unless you want all of the blame </li></ul></ul>
    11. 11. Conclusions <ul><li>Training will not fix most performance problems </li></ul><ul><li>Take the time to help the leader dig into the root causes </li></ul><ul><li>Take the time to establish a baseline and measure your impact </li></ul><ul><li>Build leader accountability into every class </li></ul>

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