Making Training ork

Those of you who know me are aware that I am a skeptic when it comes to training on the job. I'm not referring to job skill or activity training, since nearly all people need some training to merely integrate into a new job. What I',m talking about is the kind of training an organization engages in to create a substantive change in the enterprise. Whether it's a new initiative or a cultural change or a reorganization these trainings are often see as failures. Here's an excerpt from an email I just got from the fine people at Gallup. You may know them from their famous polling activities, but they use their skill in this area to develop insights they can use to sell their training and development programs. You are probably aware of some of their initiatives. Employee engagement is one of theirs. This measures something beyond job performance. It measures how much people are committed ti the enterprise and its stated intentions. It can be very powerful. It can also be seriously misused. If you care to read the article you may find it here:
http://businessjournal.gallup.com/content/167753/training-catalyst-real-change.aspx?utm_source=alert&utm_medium=monthly&utm_content=morelink&utm_campaign=syndication

But of course I am not here to support Gallup, I'm here to promote the values and principles of Paeon Partners and our coaching practice. So, here's where we fit in this picture. As experienced and powerful facilitators we are quite capable of delivering the type of training program discussed above. In addition to that, the Gallup article refers to the fact that such programs fail in the eyes of management and the employees as well for really one reason.

The is no commitment to integration.

No I'm not referring to anything other than integrating the power, content and intention of the training. We all have customary behaviors and habits. These are activities we have engaged on over time that become repetitive and often thoughtless. In order to change any of these, people need to be aware of the thoughtlessness of the old behavior. But awareness is not enough. As I wrote in the last ost on self help books, awareness is not enough. There also needs to be a plan to change and an ability to observe the results.

Gallup refers to the value of the trainings in question diminishing over time primarily because the messages and intentions of the training is not reinforced. Or integrated if you will. This lack of integration in our experience comes from a lack of powerful communication, which undermines trust among workers. We live in a society where trust is scarce and fesr is abundant. There are lots of reasons for it but the reasons don't matter to the fact that trust is in short supply and that can be changed.

In the case of the training that is taking such a beating here, better results are attainable with surprisingly little effort. But it can't happen without a bit of fundamental change.

We at Paeon have powerful and effective tools available to improve communication and deepen trust. And these can be implemented without either excessive time commitment or onerous cost. Let us help you deliver and or integrate your next initiative. A brief conversation will allow you to see how it can work for you.

773-817-6700