By Dorne Chadsey
Hello again. We all bring our life experiences to our careers. I’m sure you can name some that have shaped who you are today. Let me share one of mine with you. It will not surprise those who know me, but I had a hard time keeping quiet in class as a kid. Consequently, during my early years in school, I spent a lot of time in the hallway causing me to miss many important lessons; thing is……..I was home-schooled!
But, we know that behaviors we developed over time can be changed. This post focuses on the importance of identifying specific training your staff may need to drive better results.
PRADCO takes a unique approach to developing training programs for our clients. In order to understand the client’s needs, we recommend using an assessment and/or a 360° degree feedback instrument to identify common themes that should be addressed. By tailoring a program to meet specific requirements, we allow participants to take the information and implement the learning immediately.
We recently began working with a College. The VP of HR wanted to know how we could assist her to determine what training strategies would help her staff in a cost-effective manner. She found that many service providers suggest broad-based training programs that have little to do with the actual needs of the participants. The folks may leave with a warm feeling and some motivation, but the result is that little changes over time. Many see this approach is a waste of effort and precious resources. At PRADCO, we gather data through an assessment process that pin-points where to focus the training.
In another case, we worked with the Superintendent of a mid-size School District in Ohio. He recognized that his team struggled to work together because they did not communicate with each other effectively and seemed to be engaged in district turf wars. The net effects were hard feelings, duplicative efforts, lower productivity and diminished community support. He had his management team take our 360° assessment. We compiled the data and shared our findings with the Superintendent who asked us to develop training in the areas of communication and team-building.
Bottom line: To prepare your leaders for tomorrow, you must give them the tools, confidence and motivation to prepare for the challenges of the 21st century.
Keep in mind:
When planning for a year, plant corn. When planning for a decade, plant trees. When planning for life, train and educate people.
Ancient Chinese Proverb
My final post will focus on Leadership Development and the importance of coaching tomorrow’s leaders. Stay tuned.
