Do you ever wonder why training doesn’t get “off-the-ground” or seems to get stuck? Glen Fahs, expert trainer and coach, and one of Cascade’s Leadership Facilitators, outlines some common struggles with training and the antidotes that can solve them.
- “This doesn’t seem urgent. There isn’t a convincing rationale. It’s not important.”
Antidote: Make the case for the training and why it is important now.
- “Leaders aren’t clearly committed. It’s not real.”
Antidote: Involve leaders early on, get their input, give them a sponsor role, and make sure others see their support is real. In training, you can have a top person open the session or even participate to show learning is a priority.
- “The plan is so loose I don’t see how to implement it. It’s not going anywhere.”
Antidote: Involve an analyst in developing a succinct, well-organized step-by-step plan where, if not now, fairly soon, everyone knows who needs to do what by when.
- “I don’t see what’s in it for me. It’s not worth it.”
Antidote: Ask managers and learners how they will benefit from the training effort. You’ve communicated your rationale, now see if they can articulate their own rationale. For example, a manager’s rationale for safety training may focus on reducing costs and improving efficiency. Employees may focus on protecting themselves, their friends, and families.
- “We don’t have the resources! It’s not going anywhere.”
Antidote: Collaboratively determine how much time, budget, tools, info and skills
are required to get from where you are to where you want to be.
- “Most of us won’t get credit for making it happen.”
Antidote: Be generous with praise not only for an excellent result but for steps in the right direction. If we don’t reinforce people for making an effort, even a clumsy effort, their insecurity or lack of motivation will be a barrier to sustained success. Fun, individual appreciation and group celebrations are keys to developing ownership and loyalty.