Why Training Rarely Solves The Problem- I’m OK. You’re OK. Let’s Fix the System
By Michelle Malay Carter on March 29, 2010
Management’s Magic Bullet – Training
Training is a fabulous thing – if people need to build knowledge and skills.
But how often are issues at work really caused by someone’s lack of knowledge or skill?
What does training NOT address?
-
What the accountabilties of my role are, AND what the accountabilities of others’ roles are.
-
Whether I have the explicit requisite authority to carry out those accountabilties.
-
Whether my authorities that I have in relation to others who do not work for me have been shared with those over whom I have authority.
-
When others to whom I do not report have authority over me.
-
A clear, integrated context set for me by my manager within which my peers and I can make clear trade off and priority decisions.
-
Whether I have the resources necessary to do my job.
-
Whether I have the raw cognitive capacity to do my job (regardless of training or desire)
-
Whether I value the work of my role and are willing to commit my energy to it.
-
Whether my manager has the raw cognitive capacity to set context for me and add value to my thinking.
-
Whether my manager values managerial leadership behaviors rather than just the “technical” side of his role.
-
Whether the vertical structure of my organization is requisitely designed to cover all the levels of work with exactly one role within a reporting chain.
-
Whether there are systems in place to support the proper exercising of accountability and authority.
-
Whether the system rewards only output or both output?and effectiveness.
Have you been sent to training that was a clear waste of your time?? When you returned, did you say, I’m OK.? You’re OK.? Let’s fix the system?
Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management, Work Levels
Comments
7 Responses to “Why Training Rarely Solves The Problem- I’m OK. You’re OK. Let’s Fix the System”
Subscribe in a reader
Michelle,
Could you expand and clarify the last bullet point a bit?
— Whether the system rewards only output or both output and effectiveness.
In particular, how do you define and measure “effectiveness”?
Many thanks,
Norman
[…] Why Training Rarely Solves The Problem- I?m OK. You?re OK. Let?s Fix the System | Mission Mind… http://www.missionmindedmanagement.com/why-training-rarely-solves-the-problem-im-ok-youre-ok-lets-fix-the-system – view page – cached Why Training Rarely Solves The Problem- I?m OK. You?re OK. Let?s Fix the System Filter tweets […]
Hi Norman,
Effectiveness can’t be measured, only judged. It is and will always be subjective. Judging employee effectiveness is at the heart of managerial leadership.
In our quest for certitude and in an effort to avoid lawsuits, we have deceived ourselves into believing we can measure anything.
Not so. Read more here: http://www.missionmindedmanagement.com/taking_the_judge_out_of_judgment_02_oct_2007
Regards,
Michelle
Hi Michelle – great point above. Training is often the easiest solution to suggest and is usually not the issue (as you’ve outlined). The root cause of human performance issues are usually caused by the system (not the performer).
Performance gaps are caused by:
1. Work environment ? processes, tools, support. Set up my
environment for me to make me successful.
2. Motivation:
External motivation (incentives) ? what are the expectations for
the role? Are there positive consequences for doing the job
well? Are there negative consequences for not doing it well?
Provide incentives for me to do my job well.
Internal motivation ? if someone is not doing their job well
because they do not like their job or they don?t care. This is
internal motivation and is usually a hiring issue. Hire people
that are internally motivated to perform the job.
3. Skill or knowledge gap ? if someone is lacking the skills or knowledge to perform their job. This is a training issue.
Hi Dennis,
Thank you for the frame. It is a good one. Thanks for stopping by and commenting.
Regards,
Michelle
Hi Michelle
Can you expand on your thinking and meaning behind the phrase – I’m OK, Your’e Ok, lets Fix the system?
Hi Kate,
Welcome. All the content of this blog is an expansion of that idea. The About page of this blog says it most concisely: http://www.missionmindedmanagement.com/about
Regards,
Michelle