Why do we still use RE-training as a "solution" to problems so frequently?
Through my coaching efforts with clients, I get to see a lot of problems and a lot of solutions. I’ve never tried to take the solutions as data and categorize them. If I did, I think the most common solution people try is…
retraining.
Not training, RE-training. As in AGAIN.
Let’s think about this for a minute. You all know the famous Albert Einstein quote:
Insanity: doing the same thing over and over again and expecting different results.
If training didn’t work the first time, let’s assume it won’t work this time either. Instead, before you jump all over people for “not following the process”, find out WHY they don’t follow the process. Maybe, just maybe…
1. they were never trained
2. it doesn’t work
3. they don’t have the right tools
4. someone won’t let them
5. they have found a better way
6. they are following the process but you just don’t know it
7. ..and more.
The next time you’re in the solution space and someone says “let’s train” or “let’s re-train”, stop and think. Is this a known solution to a known problem, or does it just feel like progress?
What have you seen? What results have you gotten when trying the re-train solution? What other causes do you find in these cases?
I’ve experienced this frustration as well and have leaned (uh, nevermind…) on my staff to really dig deeper. This has led to a reduction, but not elimination, of this excuse. However we have also found that there is another item for your list: the employee truly isn’t capable. As much as I tout that problems are generally process and not people, we have found cases where we simply made the wrong hiring decision, usually years ago. Those are tough but the corrective action has been improving our new employee evaluation and hiring process.
I’ve experienced this frustration as well and have leaned (uh, nevermind…) on my staff to really dig deeper. This has led to a reduction, but not elimination, of this excuse. However we have also found that there is another item for your list: the employee truly isn’t capable. As much as I tout that problems are generally process and not people, we have found cases where we simply made the wrong hiring decision, usually years ago. Those are tough but the corrective action has been improving our new employee evaluation and hiring process.
I’ve experienced this frustration as well and have leaned (uh, nevermind…) on my staff to really dig deeper. This has led to a reduction, but not elimination, of this excuse. However we have also found that there is another item for your list: the employee truly isn’t capable. As much as I tout that problems are generally process and not people, we have found cases where we simply made the wrong hiring decision, usually years ago. Those are tough but the corrective action has been improving our new employee evaluation and hiring process.
Jamie,
Thanks for poking the box on this one….if I had a dime for everytime I have heard the solution is ‘they need retrained’ I would be relaxing somewhere else.
When I hear this phrase an observed challenge I have seen is the lack of a personal capacity, either in thinking (i.e. ability to expand or absorb something from a different lense) or in time. Most often I see it in the amount of time a leader or manager has available (or perceived available).
Thanks,
JWDT
Jamie,
Thanks for poking the box on this one….if I had a dime for everytime I have heard the solution is ‘they need retrained’ I would be relaxing somewhere else.
When I hear this phrase an observed challenge I have seen is the lack of a personal capacity, either in thinking (i.e. ability to expand or absorb something from a different lense) or in time. Most often I see it in the amount of time a leader or manager has available (or perceived available).
Thanks,
JWDT
Jamie,
Thanks for poking the box on this one….if I had a dime for everytime I have heard the solution is ‘they need retrained’ I would be relaxing somewhere else.
When I hear this phrase an observed challenge I have seen is the lack of a personal capacity, either in thinking (i.e. ability to expand or absorb something from a different lense) or in time. Most often I see it in the amount of time a leader or manager has available (or perceived available).
Thanks,
JWDT
Amen. What I’ve seen in healthcare confirms your thoughts – retraining is frequently one of the solutions to most problems or errors. We’re working to change the mindset to looking at process, rather than people, to see root-cause solutions to errors which repeat over and over again. Re-training (or more training) isn’t enough.
Amen. What I’ve seen in healthcare confirms your thoughts – retraining is frequently one of the solutions to most problems or errors. We’re working to change the mindset to looking at process, rather than people, to see root-cause solutions to errors which repeat over and over again. Re-training (or more training) isn’t enough.
Amen. What I’ve seen in healthcare confirms your thoughts – retraining is frequently one of the solutions to most problems or errors. We’re working to change the mindset to looking at process, rather than people, to see root-cause solutions to errors which repeat over and over again. Re-training (or more training) isn’t enough.
Jamie,
Well said. I’d suggest that there is a deeper reason or root cause if training is part of the answer. Why weren’t the trained before this happened? I have seen on occasion where training really was part of the answer. That would be the case if the issue at hand brings a new learning: “Wow, we never saw that before!” It could also be the case if there was inadequate training leading up to an issue: “Maybe we shouldn’t have put the new guy on that line without training him, just maybe.”
Most often though, training, re-training, and re-re-training, is a symptom (as you are saying). Do the follow up to see what the real problem is!
Great post!
Chris
Jamie,
Well said. I’d suggest that there is a deeper reason or root cause if training is part of the answer. Why weren’t the trained before this happened? I have seen on occasion where training really was part of the answer. That would be the case if the issue at hand brings a new learning: “Wow, we never saw that before!” It could also be the case if there was inadequate training leading up to an issue: “Maybe we shouldn’t have put the new guy on that line without training him, just maybe.”
Most often though, training, re-training, and re-re-training, is a symptom (as you are saying). Do the follow up to see what the real problem is!
Great post!
Chris
Jamie,
Well said. I’d suggest that there is a deeper reason or root cause if training is part of the answer. Why weren’t the trained before this happened? I have seen on occasion where training really was part of the answer. That would be the case if the issue at hand brings a new learning: “Wow, we never saw that before!” It could also be the case if there was inadequate training leading up to an issue: “Maybe we shouldn’t have put the new guy on that line without training him, just maybe.”
Most often though, training, re-training, and re-re-training, is a symptom (as you are saying). Do the follow up to see what the real problem is!
Great post!
Chris
I just added a discussion on LinkedIn on this topic. Please join the discussion: http://www.linkedin.com/groups/How-do-you-react-coach-2164873.S.69933374?qid=e391fa75-2e53-48cf-a0d1-78359b4a8a2e&goback=%2Enmp_*1_*1_*1_*1_*1_*1%2Egmp_2164873
I just added a discussion on LinkedIn on this topic. Please join the discussion: http://www.linkedin.com/groups/How-do-you-react-coach-2164873.S.69933374?qid=e391fa75-2e53-48cf-a0d1-78359b4a8a2e&goback=%2Enmp_*1_*1_*1_*1_*1_*1%2Egmp_2164873
I just added a discussion on LinkedIn on this topic. Please join the discussion: http://www.linkedin.com/groups/How-do-you-react-coach-2164873.S.69933374?qid=e391fa75-2e53-48cf-a0d1-78359b4a8a2e&goback=%2Enmp_*1_*1_*1_*1_*1_*1%2Egmp_2164873
Thanks for another great post! Something I notice about great posts (usually) and great products is that they address the obvious things that somehow others have missed. I see staff that made error after error in their work, often it is the #1 point in your post that is the issue. They weren’t trained at all, or their training was inadequate.
Thanks for another great post! Something I notice about great posts (usually) and great products is that they address the obvious things that somehow others have missed. I see staff that made error after error in their work, often it is the #1 point in your post that is the issue. They weren’t trained at all, or their training was inadequate.
Thanks for another great post! Something I notice about great posts (usually) and great products is that they address the obvious things that somehow others have missed. I see staff that made error after error in their work, often it is the #1 point in your post that is the issue. They weren’t trained at all, or their training was inadequate.