Let Them Eat Cake?

Have you had a boss that expected everyone to take an hour for lunch and they took two?  How about the employer that expected you to stay late but had to leave promptly at 4:59?  I’m guessing that either you are no longer working for them, or are actively looking!

Jack and Patricia Phillips have spent over a decade and conducted and/or studied over 400 impact studies to measure the success of major training and development programs.  During this analysis they found several patterns and eventually identified 11 reasons why training and development fails.  In this blog series we have been examining these reasons in detail and have arrived today at number 10.

Lack Of Commitment & Involvement From Executives

Top executive commitment and involvement is critical. This not only means that resources must be allocated to training and development, but also includes the actual presence and actions of individual executives in the process.  Leaders must lead by example, even in the realm of professional development.

Fortune 500 companies are well known for their commitment to training. Andy Grove, chairman of Intel, sees training and development as one of his key responsibilities. Jack Welch, former chairman of GE, devoted a prescribed number of days per month at the GE management development center in New York. Bill Gates, Microsoft chairman, conducts a portion of the orientation for new employees as part of a rotating assignment with senior executives.

When executives take an active and visible role, their corporate culture will embrace learning and improvement. This attitude filters throughout the organization and makes a big difference in both organizational effectiveness and employee satisfaction.

 

 

 

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