In talking with Mark about the leadership training the team went through last week, he comments that it seemed like great training but it wasn’t clear what’s next.
While Mark is enthusiastic that everyone enjoyed the session, what’s the point if nothing changes?
Mark agrees that his team needs to build stronger leadership skills. The challenge is how to change the way his leaders work with their teams on a day to day basis. He has repeatedly asked for a better long term plan, but it’s been elusive as to how the group can create one.
For something that seems so obvious, why is it so difficult to create effective training strategies that really work?
It comes down to this: training isn’t successful if you don’t get the results. It’s that simple. So, why do we continue to do the one and done approach?
The term “one and done” refers to the common training practice of having participants attend some form of training with no comprehensive follow-up plan for afterward.
From my experience, improvements typically require a comprehensive, long-term approach to create sustainable results. Why? Developing new behaviors is quite challenging. Creating behavioral changes over time or creating new habits is considerably harder.
Hence, training by itself is not a solution to much of anything.
While I’ve seen many organizations struggle to do more than just “train,” I’ve also seen some great best-practices that actually do work.
If you want to know more about getting the results you want from training, there are seven guidelines you can get by clicking here.