an_news_blogHi and welcome to my site about news and stuff. What I’m gonna be doing in this space is to be posting ramdom things while any other human been. For sure, I think you’re gonna enjoy it.

For example, here’s a sample of the kind of text that youre NOT going to see (this is just for testing purposes):

I spend a lot of that after imparting a mine workshop, participants tell me this: “This course should be given to the chiefs, are those most in need, but here there is not one.” I answer with a knowing smile but sometimes rant, it is certain that many of the issues of innovation in which work does not go ahead without the sensitivity and involvement of management teams who make the decisions, and they do not see the hair on routine training is scheduled for employees.

When that happens, participants wonder whether it will be possible to apply some of what they are learning because it depends largely on whether leaders understand or will hinder any change in recommended in the courses.

Training organizations (particularly in companies) is still very hierarchical and class. The heads are on one side and employees on the other, with segregated paths. It shares little at this point and ignore the benefits of P2P learning that emerges to share experiences between people working at different levels is an error that ends up paying. Some reflections pointed to me suggesting this matter, recognizing in advance that can be sinning to generalize, but he fits the suit to put it:

Many bosses despise training. They do not believe in them because they are more than enough. We had a hard time reaching managerial positions so assume that you know enough. Training is for those below. As I only care about “the urgent”, and training is “important”, they pass the subject. When prioritizing, training is the last of the list. And if they have to cut budget, sacrificing always start training.

It seems that the leaders do not want to participate in mixed with employees because it requires them to be exposed to bad practices to discuss forming a screenplay can sometimes not to place, which is something that makes them feel uncomfortable courses. His sticky narrative managers do not fit there, or may crack free to (how bad they are) employees. Preferred form in closed shops, where it is practiced not so common complex hierarchical endogamous-class-language corporate world.

Someone explain to me why the “Leadership training” is something that only serves and offer for bosses. We still do not understand that leadership is something transversal, and should be promoted from logic distributed leadership. Anyone in the organization can benefit from the skills of leadership, understood as the capacity for initiative and autonomy to solve problems.

Many bosses will only training activities and conferences that give gurus, celebrities of management, more for show off to learn ( “I was there, and I met so-gift”). Also moved by the Networking surrounding these soirees. Yes there are all because it is “another league”, “your” league, and not have to mingle with the populace. also they point to “senior management courses” in expensive schools, very expensive, consuming much of the training budget could be better and engage more people in the company. I’ve heard many complaints about the training managers and workers who are denied participation in courses for lack of funds, which have been spent on their heads luxurious extravagance.

When he finally gets that heads are going to a course with the employees, one often sees is that “they are but are not.” Continuously up to answer the phone, do not pay attention, or trying to make it clear that they are different from others. With that attitude it is better not to go.
Training should be sacred, as sacred as serving an important customer. Of course, if the training is good and meaningful. Leaders must not force a middle manager to miss a training course by a sudden whim. Training must be respected. It’s an investment.

In-Company training, it is usual that the speakers make an initial round of introductions of the participants, and I wonder why, if already available? This makes the surface the hierarchies, charges, then no “blank slate” done because the speakers tend to give preferential treatment and permissive heads.

You have to design courses that are obliged to participate bosses with employees. Put as a requirement in the training plan at least annually courses that have to attend and share with the workers: there will be no training issues worth them equally to both? Of courseā€¦

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