Despite the convincing reasons we offer to introduce training, we can expect to encounter many obstacles. We must understand what obstacles are and how we can help others increase their understanding of training so that these barriers can be removed.
"We've got enough on our album as it is."
Most organizations these days seem to be working on the edge of a mess. The change is enough and executives are really worried that one change will be "the bull that breaks the camels again". Viewed in this way, training – as just the latest independent initiative – is required to take a seat. But training should not be seen in this way. Training can be the glue that binds to change projects. In any case, we know that all change systems are shared with people, and if employees and other stakeholders do not carefully guide through the changes, failure is more likely.
As managers have good training skills that can help their staff understand both the underlying reasons for change and unpleasant emotions that lead to. More importantly, managers who train can strengthen their team to find their own approaches to tackling them rather than oppressing orders that usually raise an uprising rather than commitment.
"Now is not the time."
If people are saying this, it's unexpected, it's just right for the training. Good, effective training draws attention, guarantees and builds trust. Why should we delay accessing these features.
If we leave training until & # 39; other things have settled down & # 39; It's like saying we'll put the umbrella up when they've stopped raining.
Our leaders have great talent anyway
No doubt this is true, but the skills must evolve and adapt to new developments and changes.
Training, it is one of the skills of managers expected to appear in a manager with some kind of osmosis. In other words, the hope is that of course, managers can train – they are managers! But again this is not the case. While most managers would require them to participate in training, few would be able to provide a precise definition of the concept or separate training from advice, instruction, guidance or most other types of people's development. However, as we have seen training is somewhat different; In fact, it's about helping others learn rather than teach them. Learning that guidance and practice is required. It's not hard but it's a very powerful intervention that can cause problems if it's used to carelessness.
We do not want to let the officers release a new computer system without appropriate training so why let them out of their team?
"It will cost too much."
Much depends on how the cost is calculated. While it's a big investment in time and money to have managers and coaches trained as coaches, you can save it over and over again by improving your team's performance.
Compare the cost of one executive as a trainer so that he / she can help the team become successful in a personal organization against the cost of sending the entire team to time management courses.
Determine whether we should perform training in an organization can be compared to clearing the forest. Do we occasionally stop sharpening the shoulder and clean the forest faster and actually at the end or hold a hacker with a blunt blade so we can only reach this next tree and # 39;