Training Don't Work

Improving the "System of Performance" to set-up people the win at work.

Colleagues,

I am reaching out to you because our paths have crossed professionally, and I value your perspectives regarding people winning in the workplace. It is also likely that we had a discussion about how training alone is insufficient for improved performance. My passion for creating organizational/operational excellence has prompted me to write a book about it. I’ve actually been “writing” this book for over 20 years now and it’s time to “put up or shut up” and actually write my (first) book. The title of the book is, “Training Don’t Work” with the intention to grab my reader’s attention and maybe even “strike a nerve” that motives them to assess their “system of performance” and implement strategies to reverse the notion. It is quite evident to me that training does not “magically” improve one’s performance on the job. Furthermore, is it reasonable to expect a positive impact on process, operational, or organizational performance due to training alone? Often times, training doesn’t work when it is expected to change performance. My perspective is that training doesn’t work by itself and if we expect it to work, we must cease to assume the “system of performance” is aligned to achieve the impact we desire. The book will be all about how supervisors, managers, executives, and owners can set up their employees to win . . . so their organizations can win . . . so their customers/stakeholders can win. A true triple win!!

I would like to invite you to be part of this process by providing your perspectives, feedback, and support as I embark to put my concepts, ideas, and solutions out there for the world to consider. I would like to create a forum for open dialogue to encourage the articulation of different angles, disagreement/agreement, reality checks, stories, cases, scenarios, and the like. This newsletter is intended to create such a space for that dialogue to happen.

My plan is to write the content in “digestible bites” and post it here as if I am writing the draft copy of “Training Don’t Work.” One way to get a “sneak peek” if you are interested in this topic/work is to subscribe . . .

Or - please advise me otherwise . . . “not interested” . . . “maybe later” . . . “good luck” “my suggestion/advice to you is . . .” or whatever feedback you would like of offer.

Either way, I appreciate your time and attention. I wish all the best to you and yours.

in service, bruce