If I Only Knew Then What I Know Now…

When we set out to train our staff for organizational success, it’s tempting to look at all the new and exciting new programs out there.  We want some drama, some excitement, something new.  But as was we talked about in our last blog, you can’t prescribe training without really knowing what benefits you want to see as a result.  Phillips and Phillips did a study of a leading U.S. bank and the major training initiative they undertook to prepare their commercial loan officers to sell other products.  These relationship managers were trained extensively on how to sell cash management and capital market products but actually their behavior and work habits did not change at all.  An impact study found that in fact they had been well trained on how to sell such products but since there was no compensation tied to increased sales they would not alter their behavior.  Therefore:

Reason #2 – Misunderstanding Job Performance Issues and Employee Motivation

The best training programs will utterly fail if they actual issues behind an unsatisfied business need are based on compensation, motivation and job design.  Before assigning a training program solution, you must thoroughly understand and analyze performance rather than just conducting a needs assessment.  The difference is really shifting the focus on skills and knowledge deficiencies to evaluating business needs and learning needs.

What type of assessments have you conducted lately?  Are you ready to up your game?


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