It's training's fault

June 24, 8:55 AMWorkplace Training and Development ExaminerLenn Millbower

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Places please for effective instruction

In this article, we will examine the underlying reasons why issues between leadership and training are training's fault.

In an era where training is under fire, where job cuts and prevalent, and where those cuts fall heavily on the training function, it is vital for training departments to position themselves as a critical, not to be cut, resource for leadership. To matter, training needs clout.

It might seem a simple matter to align training with leaderships, but the plain truth is that instructors are often at odds with the needs and demands of leadership.

• Training perceives that leadership never leaves its ivory tower. Leadership perceives that training never leave its corporate U.
• Training regards leadership as an intrusion on its work. Leadership regards training as irrelevant to its work.
• Training complains that leadership doesn’t enforce the rules. Leadership complains that training doesn’t teach the rules.

The result is a suspicious relationship, a lack of respect, and minimal partnership between leadership and learning.

This us against them attitude towards leadership is both destructive and foolish in the current business climate.

Training can and should connect with leadership. When the learning team cultivates relationships with leadership, leadership is more likely to call on training for instructional expertise. And, when called upon, if training delivers focused solutions to organizational issues, leadership is more likely to partner with training in the future.

It is in this partnership where training can create organizational transformations. It is through this partnership that training moves from a support function waiting to receive direction to a vital source for positive organizational improvement.

The truth is that it is Training’s fault, even when it isn’t. Even when leadership is equally of fully culpable, leadership is in charge. Leadership gets to assign blame. It is the responsibility of training to fully support, engage and partner with leadership. Without an aggressive effort from training, leadership is unlikely to regard training as an ally, an advisor, a solution provider and a force for positive organizational movement.

In the next article, we will examine a formula for developing that partnership. That formula is called CLOUT©.