It’s just a piece of paper–right?

What are we training for anyway? Is a Bachelor’s degree or leadership training part of a checklist – yup, done. What alarms me about the story I read in the Star Tribune today titled “Fines follow 15 hours of work in 59 minutes” (http://www.startribune.com/investigators/102918284.html?elr=KArksUUUoDEy3LGDiO7aiU), are the self-proclaimed professionals who still consider the piece of paper more valuable than the education. Leadership and training is my “thing.” I’m passionate about it and love to pursue knowledge for the sake of learning and getting better at what I do. That’s what I believe separates quality leaders from the wannabes.

Even in the new age of consumerism a mind that craves learning for its own sake will be in demand. A mind that explores solutions to problems that have not yet affected the bottom-line will drive business forward. To my students I reinforce over and over again the value of education over the attainment of “the grade” or “the degree.” It looks like someone forgot to reinforce the concept with the insurance agents who earned credit without the work.

Is this how training is viewed in your company? Are your employees after the piece of paper that says they’ve met their burden? If so, what are you going to do about it? They are your employees after all. Let’s take a look at a little checklist of our own shall we?

  1. Have you communicated the value of the training within the scope of their jobs and the strategy of the company?
  2. Are you truly committed to the training or are you expecting your employees to stay connected during the critical instruction time?
  3. Will you discuss key learnings after the training and see if any skills can be integrated into individual development plans?
  4. Have you assigned a coach or mentor if the training involved a change in behavior? Is there someone to hold them accountable for the changes in behavior?
  5. Is there an opportunity to incorporate enhanced goals or objectives in performance evaluations?

I could go on for quite a few more bullet points on ways to bring action and accountability to training. What have you tried and what has worked for you?

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