If you don't like something, change it. If you can't change it, change your attitude. Maya Angelou
Take a Bit of Time to Bring Them Around
Me: We'll let's plan the training!
Them: Um. Okay.
Me: What training to you need?
Them: None. Go away.
Your target learners' attitudes about training make a big difference. I was reminded of this recently. We had a great idea for training and development and it was going to knock their socks off. Except, it didn't. We forgot to consider our learners' opinions of training in general and this training in particular.
Pre-conceptions were getting in our way. You see, training for this organization was for those who were, shall I say, "broken." These people think training is because:
This reality hit me. A useful reminder in the form of learner feedback to me, their trainer. So, I was reminded that know that learner attitudes about training fall into three categories:
Attitude is a choice. So, how can we help our learners make better choices? First, how do you position training at your organization? I mean, what's it known for? Aspire to be learner-centered and performance driven. That's a good start.
Here are other lessons I've learned:
Apply these principles, and you'll have far more learners and a lot fewer inmates and people "on holiday."
Let's try this again:
Me: Let's plan the training!
Them: Great. It's about time we did.
Me: Help me help you!
Them: That's great. We have a lot to say.
"The views expressed here do not necessarily represent the unanimous views of all parts of my mind."
- Malcolm McMahon
Dan Topf, CPT is Sr. Vice President at MDI, Inc.
Business Learning by Dan: Primers for Trainers
PDF versions of short articles on how to integrate business acumen into all training and development:
The Income Statement
Price and Volume
The Circulation of Capital
The Cost of Capital
Financial Services -- Life Insurance/Annuities