If your training efforts are not winning awards, than you are either shy or realize your training function lacks what it takes to compete. If you know what it takes to improve the quality of your training results than make the necessary fixes and make a difference. If you have no idea as to what comes next, it is time for a Training Physical.
Often with new clients of the Training Physical, I ask them to read my book before we decide what areas and to what degree we will evaluate their whole training effort. While my experience tells me the hot spots that are probably the neediest, I want some self-discovery to occur before I interject.
Reading the book will prepare you to understand that the training function is a lot of moving parts. For the folks that think a workshop can solve any performance issue, these chapters can really open up their minds to how adult learning can and should be working. There are often many different issues collaborating against each other creating chaos for the organization.
But if you are like most organizations with a weak training function, not only does is it happen because senior leaders are unaware of what training should be doing, so are the current training management and team members. The training manager, the trainers and the instructional designers are trying to do their best even though they lack the skills to recognize issues, let alone fix them.
Training seems to be the one department in an organization that allows people to go without the necessary skills to perform their job, while at the same time management moans and groans about results. Why do we continually hire inexperienced people to work in the training function? That would be like hiring me to run your IT function. Within weeks my complete lack of an IT background would grind your operation to a halt, so duh, you wouldn’t hire someone with my background to run IT, and yet you hire people without a training background to manage training.
A strong training function produces employees that are able to perform their jobs well all over your organization, and a weak training function produces little. So honestly, if you are part of the senior management team in your company, why do you want a training function that is unable to produce results? Doesn’t it make more sense to make it a function capable of winning you awards for excellence?