{"id":943,"date":"2024-04-15T13:43:25","date_gmt":"2024-04-15T13:43:25","guid":{"rendered":"https:\/\/no-nonsense.management\/?p=943"},"modified":"2024-05-26T07:09:24","modified_gmt":"2024-05-26T07:09:24","slug":"trainingneedsnonsense","status":"publish","type":"post","link":"https:\/\/no-nonsense.management\/vi\/trainingneedsnonsense\/","title":{"rendered":"How training rarely fixes anything"},"content":{"rendered":"

In our time working in corporate training, learning & development we have seen some ridiculous training requests passing by.\u00a0<\/span><\/p>\n

We remember the manager who asked us for \u201cmotivation training\u201d, because his team was \u201cshowing signs of demotivation\u201d.\u00a0<\/span><\/p>\n

After half a day of observation, we quickly concluded that the source of demotivation was the manager himself\u2026..<\/span><\/p>\n

Or, the \u201ctime management training\u201d for the team that had just lost 2 team members and saw their workload increase by 50%. True story: that training got postponed twice, because \u201cit was so busy\u201d \ud83d\ude42<\/span><\/p>\n

\u00a0<\/span>Or, the training that was requested by the customer support manager on \u201cspeaking more concisely\u201d, to fix their increasing service call duration. It turned out the management style had chased away all the tenured support agents. The remaining colleagues were just inexperienced and took longer because they had to look up the correct answers\u2026..<\/span><\/p>\n

 <\/p>\n

All are examples of going into a conversation, while having the solution already in mind.\u00a0<\/span><\/p>\n

A good training company (like no-nonsense.training<\/a>) is open and honest about whether something can be solved with training or not.\u00a0<\/span><\/p>\n

We always get to the bottom of the performance issue and come up with practical\u00a0 solutions, if needed, and we only resort to training if:<\/span><\/p>\n