Training Prevents Problems If

thJ6UJMEX9Training can and does prevent problems, but the catch is you actually have to train people in what you want to prevent happening.  If done correctly, you can actually erase problems as if they never existed.

In California we require companies of a certain size to provide a minimum of a 2-hour training session to all managers in preventing harassment.  For the most part, companies take this kind of training very seriously because it can be a defensive tool in a lawsuit.  Training in this case is called preventative care, and demonstrates that the company was trying to prevent harassment in the workplace.  When training is omitted, that defense is not available.

But let’s say that because you are not tracking your training well, in this case by role, title or responsibility, you don’t provide training to everyone.  “Oops”, is not a mitigating factor that judges allow as evidence.  Not to mention, companies want to create harassment free work environments whether the government requires it or not, so they really do want their employees to know the rules.  Once again, training prevents problems if it is provided.

In creating work environments that are harassment free, companies begin with very strongly worded policies.  They articulate procedures to follow, but they know that because of the sensitive nature of this topic, they must run training to provide employees a full understanding.  This is why most harassment prevention training has a manager module and a module for all other employees.  I personally think that classroom based is best when you are trying to first train this policy, and eLearning is a great annual reinforcement.  Yet when trouble arises in your company, it is time to make live appearances again so you can prompt questions and give answers.

I’ve been at some companies that begin with online training, and then HR, and Senior Management personally meet with all employees in large forums.  Regional meetings, company-wide events, on location they are personally talking about the importance of information, zero tolerance to retaliation and how they want employees to act.

Training does prevent problems, but only if you do it correctly and provide it to all employees.

Garbage In Garbage Out

thQ6ST70EU  I am always amazed when people are surprised at the results they get from a training program.  I will ask if the program provided the right skills and an adult learning process that could create the needed behaviors and I usually get a weak answer as a response.  The phrase “Garbage In Garbage Out” has been used for a lot of circumstances, but fits very well if the training program you chose was substandard.

Sending people to a 6-hour seminar on all you need to know about being a supervisor, is not going to create a supervisor.  Garbage In Garbage Out!  The same goes for putting people through a sales program that doesn’t include product knowledge, or policies and procedures it will not generate the right sales.  Garbage In Garbage Out!

Training Managers need to be accountable, and instead of accepting what they know won’t work, spend time to develop a better learning program and process.  Yes, they need to often stand up to very opinionated management and help them learn how best to build skills.  Otherwise, you are just going to get out of your efforts what you put into them.

For those of us that have been in training for a while, you may have noticed that a lot of people believe that training is easy.  Anyone can be a trainer, but not everyone is a good trainer.  These are the same people who don’t want to get into the weeds about the details into how adults actually learn.  You as the training manager do need to evaluate the programs you deliver, and make sure they include everything that will all participants to learn.

All power to you if you want to implement a training program that is essentially garbage.  Just don’t stand there surprised when the employee can’t do what you guaranteed the training workshop would accomplish.