Comments on: What to do When You Know They’re Going to Hate the Training http://www.langevin.com/blog/2009/07/13/what-to-do-when-you-know-they%e2%80%99re-going-to-hate-the-training/ Thu, 29 Jul 2010 12:22:48 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Kasper Drews http://www.langevin.com/blog/2009/07/13/what-to-do-when-you-know-they%e2%80%99re-going-to-hate-the-training/comment-page-1/#comment-1135 Kasper Drews Mon, 27 Jul 2009 10:13:37 +0000 http://www.langevin.com/blog/?p=528#comment-1135 We are a big organization with a total of 11.000 employees. Managers screen the training need for their own people, and we in the training dept. built and execute the training. BUT none of the top managers has ever taken or participate in the courses so they don´t know the content. Hereby we end up having employees with tools and knowledge that the manager can´t understand, don´t know how to use and can offer no support to. - This makes it almost impossible for us as an organization to "walk the talk" and sometimes I just end up thinking - "Well the pay is good so s..... it!" Regards, Kasper Drews, Denmark, Europe We are a big organization with a total of 11.000 employees. Managers screen the training need for their own people, and we in the training dept. built and execute the training. BUT none of the top managers has ever taken or participate in the courses so they don´t know the content. Hereby we end up having employees with tools and knowledge that the manager can´t understand, don´t know how to use and can offer no support to. – This makes it almost impossible for us as an organization to “walk the talk” and sometimes I just end up thinking – “Well the pay is good so s….. it!”

Regards,
Kasper Drews,
Denmark,
Europe

]]> By: Mike http://www.langevin.com/blog/2009/07/13/what-to-do-when-you-know-they%e2%80%99re-going-to-hate-the-training/comment-page-1/#comment-1096 Mike Mon, 13 Jul 2009 19:22:10 +0000 http://www.langevin.com/blog/?p=528#comment-1096 My experience as a trainer; there is a lack of buy-in from the participants due to a lack of understanding of the purpose of the training. I typically get feedback that this training will be another "flavor of the month" and it won't make any significant changes within the organization. I agree with their assessment and make the point that THEY are the solution to making the organization better. Training alone will not acheive our goal. No buy in - no significant changes. I challenge them to take an assessment of how things are currently going. They typically say that things are OK but could be better. This is my opening to gain their trust. Once you have gained their trust it will be easier to facilitate the training session. The key is to get their buy-in, let them know that you are there to help them and not make their job harder than it already is. When I ask for a show of hands of who wants their job to be easier I typically get a 95% show of hands. Now the training can begin.... My experience as a trainer; there is a lack of buy-in from the participants due to a lack of understanding of the purpose of the training. I typically get feedback that this training will be another “flavor of the month” and it won’t make any significant changes within the organization. I agree with their assessment and make the point that THEY are the solution to making the organization better. Training alone will not acheive our goal. No buy in – no significant changes. I challenge them to take an assessment of how things are currently going. They typically say that things are OK but could be better. This is my opening to gain their trust.

Once you have gained their trust it will be easier to facilitate the training session. The key is to get their buy-in, let them know that you are there to help them and not make their job harder than it already is. When I ask for a show of hands of who wants their job to be easier I typically get a 95% show of hands.

Now the training can begin….

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