“We’ve got to put a lot of money into changing behavior.” Bill Gates
In the two previous Tips, we addressed the first two reasons why management training fails: it focuses on skill deficits instead of performance, and it occurs outside the manager’s organizational context and culture. In this Tip, we focus on the third and final reason for the failure of management training.
The third reason why management training fails is because it does not reinforce application of new knowledge or a change in behavior.
Once managers leave a training class, they are highly unlikely to apply what they have learned because they do not feel confident enough in their new skill. There is also nothing to ensure … Read the rest
“The culture of a workplace- an organization’s values, norms and practices- has a huge impact on our happiness and success.” Adam Grant
In last week’s Tip, we looked at the first reason why management training fails: It focuses on skill deficits rather than performance. In this Tip, we will focus on the second reason, and address the third and final reason in next week’s Tip.
The second reason why management training fails is because It occurs outside of the managers’ organizational context and culture. When managers attend off-site workshops, the instructor does not know and cannot incorporate reference to the individual managers’ organizational policies or procedures. It is unreasonable to expect otherwise. Unless the training program provides … Read the rest
“It’s all to do with the training: you can do a lot if you’re properly trained.” Queen Elizabeth II
There are three key reasons why management training fails:
- It focuses on skill deficits rather than performance,
- It occurs outside of the managers’ organizational context and culture, and
- It does not reinforce application of new knowledge or behavior.
In this Tip, we’ll focus on the first reason. We’ll cover the remaining reasons in subsequent Tips.
Reason #1 for management training failure: it focuses on general skill deficits rather than specific performance.
Unless the training program is exclusively for one organization or an intact team, typical management training is concerned with developing managerial skills rather than tackling performance problems within … Read the rest
“Authentic Leaders are not afraid to show emotion and vulnerability as they share in the challenges with their team. Developing a solid foundation of trust with open and honest communication is critical to authentic leadership.” Farshad Asl
There are a lot of articles bemoaning the fact that employees aren’t engaged. These articles explain why employees may disengage from their organization. They don’t necessarily identify a framework to help those organizations become and remain attractive to their employees.
According to Rob Goffee and Gareth Jones in their book, Why Should Anyone Work Here?, employees today are much more focused on accountability, transparency, responsiveness, and the opportunity to grow and develop. They suggest that organizations that are authentic and have integrity will … Read the rest
“Today’s ‘best practices’ led to dead ends; the best paths are new and untried.” Peter Thiel
“Implementing best practice is copying yesterday; innovation is inventing tomorrow.” Paul Sloane
Quality performance for businesses has typically included the use of “best practices.”
According to Wikipedia, a best practice is “a method or technique that has been generally accepted as superior to any alternatives because it produces results that are superior to those achieved by other means or because it has become a standard way of doing things.”
There are two problems with “best practices.”
First, while “best practices” may have generated superior results for some organizations, that does not mean they were effective in others. This is due to … Read the rest
The culture of a workplace – an organization’s values, norms and practices – has a huge impact on our happiness and success. Adam Grant
I just read an article by Jeff Buenrostro in the August 15th issue of Forbes. The article caught my attention because of its title: “Obituary Writing and Retention.” Catchy, isn’t it?
Mr. Buenrostro writes that leaders can retain top talent if they know what those employees value- and if those values coincide with the organization’s values.
He suggests that leaders have their employees write their own obituaries. He believes that this will benefit the leaders because they will learn what matters to their employees. He adds that it will also benefit the employees, because … Read the rest