Don’t Blame The Training When Leaders Don’t Follow Up!

A Note from Cindy Novotny: At Master Connection Associates we have always believed you can not solve a management problem with a training class.  This has and will always be true.  Leadership has a fundamental responsibility before, during and after an educational session with their team.  Prior to the session, leaders should meet with the participant and set expectations and goals for the training.  During the session, participants should be left alone (without office drama) to focus on learning, networking and making behavioral changes.  Post workshop is critical.  We send each participant home with action plans, goals, and our contact information to answer any questions after they get back on the job.  But – this is where leadership falls apart.  The participant comes back to the work environment (some good – some not so good) all excited and ready to implement their new strategies and action steps.  Leadership is focused on the budget meetings, drama among the staff, ownership problems, customer issues and before long, the leader has not followed up with the participant and they fall back into bad behaviors.  So who’s fault is this anyway?  Well we can clearly blame the participant – they attended the session, they learned a new way of working, so they should be changing behavior immediately.  But as I always say “let’s be honest,” do you really think in the corporate rat race that anyone is going to change without coaching, mentoring and solid accountability.  It is a LEADERS job to follow up, hold people accountable, review goals and objectives and set higher goals for the future.  Imagine what happens when someone graduates from Harvard with a Masters Degree but then does nothing with their education.  Are you going to call Harvard and ask for your tuition money back and blame the Professors?  Really – pay attention to training as an investment in your team and you will see the ROI immediately.  Ignore them and they will leave anyway.  When leaderships asks me why should I invest in people that may leave my company – my answer is always the same.  ”No problem, what if you don’t train them and they stay?”