"It's a training issue"
Have you ever heard someone say "it's clearly a training issue?" I hear this often and if you have read my previous post we touched on the 70/20/10 philosophy and if we agree and follow that philosophy, which I do, we know that training cannot and will never fix "everything".
But I see this in so many teams and organizations where something goes wrong, a mishap, close call, etc and some very insightful self proclaimed expert drops the "it must be a training issue". The question I want to ask in those situations is "what exactly are you pretending NOT to know". In truth, they usually don't know better, which is why these types of people may try to pigeon hole "training" as the issue.
What I take from this is that, if all goes well on a daily basis "they are trained correctly" yet when things don't go well, it is a training "issue". I think before we declare an issue to be a training issue, or any departments issue for that matter, that we should stop and take stock of the situation, WHY did something go wrong, or WHY is something not working?
Back to our 70/20/10. The conversation that could be taking place in these types of situations should include a discussion over the gaps that exist in the "20" and "70" realms.
"What do we expect them to do after this training?"
If the people in the room cannot articulate an answer to the above question, then it is back to the drawing board...
Argue well,
Jeff
But I see this in so many teams and organizations where something goes wrong, a mishap, close call, etc and some very insightful self proclaimed expert drops the "it must be a training issue". The question I want to ask in those situations is "what exactly are you pretending NOT to know". In truth, they usually don't know better, which is why these types of people may try to pigeon hole "training" as the issue.
What I take from this is that, if all goes well on a daily basis "they are trained correctly" yet when things don't go well, it is a training "issue". I think before we declare an issue to be a training issue, or any departments issue for that matter, that we should stop and take stock of the situation, WHY did something go wrong, or WHY is something not working?
Back to our 70/20/10. The conversation that could be taking place in these types of situations should include a discussion over the gaps that exist in the "20" and "70" realms.
"What do we expect them to do after this training?"
If the people in the room cannot articulate an answer to the above question, then it is back to the drawing board...
Argue well,
Jeff
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