'Training' is a lazy catch all

"For training to work it has to match the work."

Nick Lawrence

Most corporate training includes everything that leaders and 'stakeholders' need to feel 'off the hook'.

So, 'learning' 'products' or 'modules' will include:

- Content (text) lifted from a Policy document

- Content (information) already published on an internal intranet site

- Process flows and procedures; (found in the Policy document or internal intranet site)

- Questions with answers; (that can be found in the Policy document or internal intranet site)

- Elements favoured by the 'gut feel' of leaders; (which help to get the 'product' or 'module' approved...).

When choosing to invest in a formal training 'solution' - rather than exploiting more effective ways to enable people to learn - the fundamental characteristics should only be:

Designed with performance improvement as the goal; (not 'completion' or, 'enjoyment')

Forms one part of a wider, integrated, performance improvement strategy; (not a timed, stand alone 'event')

Reflects the context in which people will actually need to perform back in the specific role; (not focused on general 'topics' or 'sharing information')

Provides opportunities for realistic practice and feedback - which is then supported an reinforced over time by managers and peers; (not an annual 'dump and run').



I work as a thinking partner and advisor with mid sized, value oriented companies going through significant change. I help you to build new capability and mindsets through shifting your approach to organisational development.

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