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All industries tout “training” as important to their business’s bottom line. And of course, there are a lot of “training” resources out there, but is it effective? Not really. And here’s why: I often see training relegated to the “need to do” vs. “want to do” category most often, within most organizations. It becomes something to check off a list, fill out a form, and file away a few times per year. It’s seen as an administrative obligation more than an advantageous opportunity. It’s not embraced, nor taken as seriously as it should. And this is a mistake.
So it’s no surprise that a lot of “training” out there isn’t really effective, or as effective as it could be, given this reality. Who’s fault is this? The industries? The organizations? The trainers? The participants? All of the above? More importantly, what’s the solution?
The solution requires changing the perception of training by investing in it, not just proclaiming its value. It first starts with securing quality content, which isn’t difficult because there’s a lot of good stuff out there. Much harder is the second piece which is ensuring and procuring excellent and unique training delivery by excellent and unique deliverers (the trainers themselves). This is rare. Unfortunately, there are a lot of well-intended but boring trainers out there as well. When both of these pieces are in place (not just one or the other), the perceived value of training will change; it will go up, but not until. Compelling, provocative, and relevant delivery of valuable training content, not more content, is where the focus needs to be, and ultimately where I’m focused with what I do here…
Stay tuned-in…
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