Archive for entraining

webcast highlights: training and development in a recession

Posted in Uncategorized with tags , , , on January 28, 2009 by ruyoung

in a webcast from the canadian management centre, the message was loud and clear: do not have a pity party about the state of the economy – support your people and retrain. now is an opportunity to prepare for strong positioning during recovery.

our society tends to employ a fear cycle (media –> gossip –> fear –> less productivity–> workplace changes) which makes people fear the worst. the recommendation is to break it by investing in employees though effective and swift communications, fostering solidarity through innovation, and developing employees. someone referenced maslow’s hierarchy of needs in that if someone fears losing their job which could lead to losing their home, they aren’t going to rock the boat at work. people who are fearing their jobs think that they are the ones who might get the next pink slip. why tip the scales with a bold idea if they think their ideas aren’t welcome? eliminate that fear and welcome ideas. keep employess comfortable and eliminate turnover and fear mongering.  invest in the employees now for a greater return later. it will be the people on staff that bring us out of these economic times. the government merely sets the stage.

and i was particularly pleased to hear someone saythat training is a process, not an event. you cannot train someone and expect immeidate changes. entraining employees by setting the stage and allowe them to practice their new skills and apply them on the job. offer support and reinforcement along the way. check in with them to see how they are doing or what they may need.

now is an opportunity to prepare for strong positioning during recovery.


2008 bloggers choice awards

Posted in Uncategorized with tags , , , , , , , , , , , , , , , , , , , on September 11, 2008 by ruyoung

i’ve been nominated for the 2008 bloggers choice awards in the education category.

if you’d like to vote for my blog as well, click on this badge:

My site was nominated for Best Education Blog!

what an honour – thank you veganbilly!

creating a training dojo

Posted in Uncategorized with tags , , , on February 3, 2008 by ruyoung

some companies are blessed with the ability to create a new training department, a place to foster professional development, create career paths, and understand one’s job.

bryant neilson’s blog on training lists some great steps to creating a training dojo, starting with the most important step, one which i can’t be more heartily in agreement with:

Create a culture of development. Many organizations lack a culture that will allow training and development to grow. You must show the organization the benefits of training, from functional knowledge to career development. Explain that a training organization can lead to increased efficiency, lower turnover, higher retention, and a culture that allows learning to happen everywhere – not just in a classroom.

and followed by some other very impoartant steps:

the full list of steps is great guidance to setting up a training department and getting it off on the right start.

and if i may add one more step to the list that goes hand in hand with the first step:

create a culture of entraining. make sure any training offered is done so in an effective and long-lasting way, to foster what is learned in training sessions, and to ensure that it isn’t lost once the employee goes back to their job. that may require new language throughout the organisation, new policies, new arrangements – whatever is needed to ensure training efforts aren’t lost.

unlearning and entraining

Posted in Uncategorized with tags , , , on December 27, 2007 by ruyoung

earlier this year there was an article on weblogg-ed listing things that trainers and teachers need to unlearn.

the best one is:

We need to unlearn the idea that learning itself is an event. In this day and age, it is a continual process.

this goes well with tim hurson’s idea of entraining for adult learners. in an interview with vern burkhardt from idea connection, hurson explains how corporate training can be a tremendous waste of resources.

I’ve noticed that training looks something like this: send people away for a couple of days, pour some good ideas into them, then send them back to work in the same environment, with the same people and with the same tools and with the same problems they left a few days before. Do we actually expect people to behave differently under those conditions? Isn’t it obvious that even if they try the new ways for a little while they will rapidly fall back into doing what they’ve always done? Without specific and sustained reinforcement of new skills, the new skills quickly dissipate.

What I call entraining is a way to approach skill development in a meaningful, effective, and long-lasting way. Entraining involves the creation of organizational structures; the use of new language to describe the new attitudes, skills, and behaviors; quick wins to reinforce the value of the new skills; and practice to embed the skills into habits.

unfortunately i see this happening all the time, and in many places i’ve worked and visited. if there isn’t a change in corporate culture to support the training that is provided, then the training may well have not even been provided in the first place, and that’s an important task item in the unlearn column.