LinkWithin

Related Posts Plugin for WordPress, Blogger...

Tuesday, August 26, 2014

Training Pitfalls to Avoid


I’ve collected training horror stories in my 19 years of experience managing and delivering training. Here are some of them:
  1. Sending people to training without understanding or clarifying workplace development objectives. – The learner and the manager failed to discuss the reason why the former is being sent to training. The manager did not make an effort to understand what the training is all about and what the expectations are.  The absence of this communication puts the learner in a quandary and may even result to resistance to the intervention. This is a perfect formula for causing the employee to hate being sent to training.
  2. Sending people to training to change their attitude – Many managers see training as a tool for attitude adjustments. I am always skeptical of this.  I personally believe that people’s attitude is pretty much their reaction to a situation, and the situation that they react to the most is the kind of leadership they are getting. Whenever I get this kind of request, I smell leadership training in the offing.
  3. Sending people to training and then disallowing them to use what they learned – This is funny kind of sad. This is what happens when managers say yes to sending people to training without minding the content and what the training will make their employees do.
  4. Sending people to training in preparation for a role that they might or might not be promoted in the near, far future or never.  In order to learn how to ride  bicycle, you will need an actual bicycle to practice with several times until you get the hang of riding and driving it. When people are sent to training and not given an opportunity to apply what they learned, they lose it. I always suggest that employees who are being  sent to leadership or management training in preparation for their promotion be given a chance to practice what they learned by giving them immediate if temporary role to lead or manage.
  5. Looking for training providers on the basis of the training title given by the requesting department – I received on many occasions requests from HR representatives of companies to submit proposals for training with funny names. In order to understand them better, I ask what the objectives are and they can’t give me any.  We often end up requesting for a meeting with the requesting department just to understand what it is they are trying to achieve. 

If you are in charge of training and you experience this in your company, I recommend that you champion some change that leads to managers understanding their role in human resource development. It all starts with you, the person in charge of training to play a more strategic partner role. 

1 comment:

  1. Haha, these are helpful, maging conscious na mga HR nyan.

    ReplyDelete

If you have an opinion about this topic or a related experience you want to share, please feel free to leave a comment but please be respectful. No bad words please or I will be constrained to delete it.