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It’s Time for an Employee Training Revolution
Submitted by JoAnn Corley on May 25th, 2012
Revolution Is a Powerful Word
Revolution is one powerful word. If you look at how that word has been manifested through-out history – the activity surrounding it has been undeniable. And that’s what I believe is deeply needed in employee training and development.
Why? I have had a unique, bird’s eye view of the state of training over the past 13 years. I have been engaged in training and coaching employees across a breadth of employment sectors throughout North America via the public seminar industry. And yes, I could tell you stories … from the bad, crazy employee or manager story to what the typical employee really thinks of HR.
One perpetual story has been that of how employees feel about training. Here is the essential conclusion: employee training and development must change! Here’s a bit of what I’ve heard:
Corporate training on the whole sucks.
I usually try to figure out a way to get out of it.
It’s too long.
I wish I could get what I needed quicker, better, faster.
What’s the point?
I had to come.
I was sent when the person who really needed to come is not here.
It’s like torture sitting all day in a classroom.
It doesn’t matter what I learn here, because when I go back to my company nothing will change anyway.
Now as a colleague, I sympathize. I’ve met many HR professionals who are swamped with little to no support; who are thrown into roles or have inherited the sweeping responsibility.
Here’s the point – over the 13 years I’ve traveled, I’ve heard the same stories about training even with moderate changes with the entrée of e-learning, webinars, etc.; as well as unrelenting stories about bad managers and crazy employees that we can’t fire because of the fear of litigation.
All of this served to birth a desire to advocate change in the industry and experience of the everyday employee.
So, What about the Revolution
I looked up the meaning of revolution in Webster’s and below is part of that definition. Pay careful attention to it.
- a sudden, radical, or complete change
- a fundamental change in political organization; especially: the overthrow or renunciation of one government or ruler and the substitution of another by the governed
- activity or movement designed to effect fundamental changes in the socioeconomic situation
- a fundamental change in the way of thinking about or visualizing something : a change of paradigm (the Copernican revolution)
- a changeover in use or preference especially in technology (the computer revolution)
What’s instructive here is to see clearly what a revolution should look like and what’s really required.
The bottom line? … there must be substantive change in how we approach, view, and execute what we want to have happen – even to the point where some might call it radical!
I know this is a more theoretical post. Each reader will interpret it based on what’s going on in his or her world.
Collectively, I hope as corporate leaders we all are experiencing fundamental shifts in our beliefs that training employees, training, as we have known it must change! And, that we must equip ourselves to participate in that change in our part of the universe providing the leadership so desperately needed to make a difference for our internal and external customers and our company’s bottom line.
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