Tag Archives: employee training

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training priorities

Move Up, Move Down, Training Priorities

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A fundamental goal of nearly every business is to make money. Even non-profit organizations need revenue streams and outcomes associated with delivery. Do you have time for training? What are your training priorities?

The excuse that is hard to argue is the one that positions against the fundamental goal. Yet, there is a difference between never, and when the time is right.

Starbucks closed its doors yesterday (May 29, 2018) for employee training. In a move that many may criticize as having the wrong priorities, Starbucks appears insistent on change.

Move Up or Down

We filter our to-do lists every day. Some items move up, some move down, and some never seem to get any action. Is this the training plan for your business? Are the best businesses always shipping product or fulfilling services with no time for training?

It may be very tempting to believe that everyone just shows up, rolls up their sleeves, and starts shipping. After all, the business model is well known and the Company doesn’t survive without revenue. Certainly, revenue and fulfillment for today is important.

I would also venture a guess that growth is on the CEO’s mind. Scaling up, more people, more technology, and more costs, which means more revenue is required.

Most organizations don’t get better when they only believe in shipping. Their scale becomes balancing the status quo. Great people don’t join, good people don’t stay, and those who are left without options just continue to ship.

Training Priorities

It seems logical that not shipping wastes time and money. What is the cost of not training? What are your training priorities?

Is training worth closing the doors for a few hours, is it worth rotating some work or training in shifts? What will the outcome be?

Employees typically rise to the competence of the most skilled in their environment. They communicate, get along, and engage at the level of group acceptance.

Quality, service, and caring about the outcomes improves with training. Reducing harmful conflict, having a customer centric focus, and leading the way to future growth happens with advancement, not the status quo.

Most people have a fundamental goal connected with work too, they want to make money.

It seems ironic when the intrinsic goals are similar, that planning to improve employee performance slides so far down the list.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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employee training

New Habits May Come From Employee Training

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The interest in employee training often sparks from a problem. A breakdown in customer service, an incorrect shipment, or supervisors who lack skills to lead, may lead to an interest for employee training. Will it work?

Since I’m in the business, it is something that is near and dear to my heart. Training can be very effective but its impact is often conditioned on many things. Sure, you have to establish a good learning environment, you must have great content, and the flow should maintain both an interested and open atmosphere.

Those are all important, but for behavioral training and soft skill development equally important is the organizational commitment for change. How will the organization embrace new skills?

Learning and Practice

Learning is just the front edge. Much of the soft skill development is not rocket science. True, many people have room to learn more, but often the biggest value isn’t so much in the new material learned, but in replacing bad habits with good.

Establishing new habits is often critical, following up with customers, framing our meeting discussions with respect and open mindedness, and leading through inspiration instead of fear.

Practice will have much to do with success.

New Habits

If I want to get fit, I may know how, but if I only go to the gym once a month I’m probably not going to change much.

When I want a healthier diet, I may have to make time to plan, shop, and have different buying habits. It isn’t always that I don’t know how, it is about my habits.

In both cases, it is also be a commitment of time, money, and resources.

On the flip side of this there is often denial.

I’m fit enough, I’ll just wear some extra baggy clothes, or I’m not really overweight I just don’t like stairs.

This is often true in our personal lives, and metaphorically true for organizations.

Employee Training

Can employee training help my organization? Absolutely it can, it will close knowledge gaps, refresh lost or forgotten best practices, and motivate and inspire employees to make a difference.

However, both the employees and the organization will need to improve by replacing bad habits with good, then repeat.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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