Is Training Really What You Need?

You are about to read something that may shock you, considering that it is coming from a professional training consultant and a learning and development enthusiast. But it must be said: 

Training may not be the solution you need.  

I am speaking to the manager who is ready to schedule training sessions for the team they just can’t seem to get a handle on, or the executive who is disappointed in their employee’s results and think training is a way to get them in check. Before you ship your folks off to sit in a classroom all day (or these days, a Zoom meeting), consider whether training is actually the solution you need.  

Why is this even a question? It comes down to expectations. Too often training is seen as a last-ditch effort to correct bad behavior that has been compounded by improper or nonexistent response to said behavior. And although it is often seen as a last resort, too many bosses assign training for their employees expecting it to be a panacea for all their troubles. One session and things will miraculously be changed! If not, then obviously the training was a failure and proof of why investing in anything other than technical training is a waste. 

When we have a skewed perception of what training really is, we cannot set realistic expectations for the desired outcomes. This leads to disappointment in the outcomes (or lack thereof) and derision of employee development as a useful tool.  But when we understand how training is mean to be applied, we can make wise decisions as to whether our time and resources should go towards training and development or other, more appropriate, solutions. 

So, what is training... and for that matter, what isn’t it? 

Training is a tool for development. 

At its core, training is meant to develop an individual’s abilities through practice with instruction or supervision. While the term training is often used interchangeably with teaching, it goes a step beyond. When teaching, one provides the knowledge or instruction. Trainers focus on how that knowledge and should be applied and pull in people’s previous knowledge and experiences into the real world of their work to make it applicable. Through training, employees become better equipped with skills to prevent and address difficult situations, improve their efficiency, and enhance the organization. 

Training is not punishment. 

It is unfortunate how many times I have gone to do training for a department or organization and heard something to the effect of “if they called you in, someone must have messed up.” I’m sure other trainers have had similar experiences. One way that training gets misused is that it is sometimes given as punishment for bad behavior, poor performance, or personality clashes. This really has to do mostly with the mindset of managers who present training as something punitive. When framed this way, employees are less likely to be engaged or to retain what they hear in the session. 

Training is useful for improving individuals, departments, and organizations.  

“You make your own luck. You make it in practice and with training.” When the phenomenal gymnast Simone Biles tweeted this, she was referring to the hours she dedicated to keeping herself fit and mastering her routines. A grueling yet rewarding feat. But the same outlook that applies to physical training applies to employee training.   

Ms. Biles was not in training because she was a bad gymnast. She wasn’t in training because she didn’t know what she was doing. Instead, training kept her sharp. She was able to remember her moves, and I imagine there have been several “a-ha!” moments while she practiced. Likewise, training isn’t just something we force “bad” employees into. It’s a way for everyone to sharpen skills, continuously improve, and even discover new ideas that can benefit the organization as a whole.   

Training is not a bandage to cover bigger or unaddressed issues. 

We also need to understand that training isn’t effective when it is used to gloss over deeper issues that have not been addressed. What do I mean? Well, let’s keep our current analogy going. Let’s say Ms. Biles had an accident and sprained her ankle (God forbid; knock on wood; we aren’t claiming that!). But instead of going to the doctor to get it checked out, she ignores it and decides to hit the gym. How much do you think she’s going to get done? Very little, if anything. The same can be said of training. For example, if there is a known issue of harassment in the office that has not been properly addressed, not much good will come from team-building training. In fact, it will probably be even more damaging to morale because it gives the impression of unconcern for the real problem. Training cannot be effective when it is used as a substitute for an uncomfortable conversation, disciplinary action, or reorganization. 

Training is a way to address gaps. 

While some think training is just a way to provide a quick morale boost for employees, its purpose is much more important—and utilitarian. 

Inevitably, there will be times when an individual’s performance is not on par with expectations. Whether they are falling short due to a gap in knowledge and skills or misalignment of attitudes and behavior, training is one method of dealing with that. Once a gap is identified, a leader should make the employee aware and set expectations, identify relevant training and express the desired outcomes, and then follow up to reinforce what was learned. 

Training is not a substitute for proper managerial action. 

Managers have a tough role. There are uncomfortable situations and crucial conversations that I’m sure many would rather not deal with. However, the solution is not to dump employees into training without doing the dirty work that a manager sometimes must do! Training will not make everything right if you refuse to give honest, constructive feedback or address behavior that is not conducive to the workplace. An individual can sit through a class and never realize that they need to make adjustments if it has never been brought to their attention. Training will not fix issues that are a result of a lack of direction and clear expectations. It will only cause confusion and frustration, as now they know what they should do but are receiving mixed messages (or none at all) from their leader. Training certainly will not help if you do not demonstrate the behaviors that your employees are being trained to display! You do a disservice to your employees (and your trainer) if this is your approach.  

To sum it all up, training is proactive, not reactive. 

Ideally, training is used to prevent problems, not just fix them once they occur. Training should be used to prepare employees for changes, not to catch them up after the fact. Training is best when leadership is thoughtful and intentional about the direction of the organization and what it will take to get there. Instead, too many in management are training as a knee jerk reaction to things not going as planned.    

See any gray area in these functions and characteristics? It’s true, there may be some overlap. For example, perhaps part of your employee’s performance improvement plan (which some see as a punishment) is to attend training, but the training is to address a skills gap. So are you using training properly or not? 

Consider the situation that you wish to address with training. Ask yourself:  

• Is this training meant to develop my employee or is it a punishment for some mistake or infraction?  

• Are there any underlying issues that should be handled outside of training? What would be a more appropriate way to do that? 

• As a manager, have I done anything to exacerbate the situation? Have I attempted to correct it?  

• Do I foresee upcoming situations or issues that would be best addressed by training before it comes up? 

Training works when you make it work. Make it part of your company culture, so that it isn’t a one-off event when things go bad or a box to check off. It should be part of your everyday operation. Set proper expectations, support your employees during and beyond training, and you will see a difference in the outcome. 

Need to revamp your training program, or build one from the ground up? Is there a topic your department or organization could benefit from learning more about? Contact me and let’s discuss how we can work together to inspire, encourage and empower your team to be great!