Training Value Proposition – Part 2

Part 2
In my last blog I discussed four common “training value propositions.” I suggested that organizations tend to see training and development as either a way to police, maintain power, leverage currency or sustain ongoing personal development. I encouraged you to support a culture that builds people, rather than focusing primarily on policing, rules, blame, cutting costs and maintaining political power. I claimed that when you give people freedom to perform they give back in return. In this blog I’ll give examples of the potential benefits of applying this new “training value proposition.”

The value proposition that supports this sees training and learning as a component of personal development that helps build people and a strong organization. This type of organization benefits by being flexible, quick to change when needed, supportive, mature and willing to take risks to achieve goals and objectives.

Flexible:
Ongoing training and development requires people to continually digest new information, concepts tools and techniques. Over time, people become very good at “learning” in general. They begin to open up to opportunities for new ideas, ways to improve and alternative approaches to working. This creates flexibility over time. In the same way that a yoga instructor is used to stretching their body, a professional student has a flexible mind that is quick to digest new information and decompose value therein.

Quick to change:
This mental flexibility leads to another benefit: ability to change when needed. Constant learning and adapting keeps the mind malleable. Paradigm shifts are not seen as life threatening. Change is simply another thing to learn and adapt to. In fact, a professional learner is constantly purveying their surroundings for new ideas and ways to reduce waste and increase their abilities and professional competencies. This person is quick to change and adjust to new challenges.

Supportive and mature:
Building a professional learning environment requires ongoing coaching, mentoring and support. Over time, people are given more and more freedom to grow and develop. This leads to maturity in development and character and the ability to give back to the community with coaching and mentoring to help others.

Risk taking:
As people are given more and more freedom to grow and develop, they are also given more and more freedom to try new things, challenge the status quo and take risks. In the end, students become leaders and leaders create new ways of doing things.

My only question to you is, can you afford not to develop a learning organization that is flexible, quick to change when needed, supportive, mature and willing to take risks to achieve goals and objectives. What challenges are you facing in the coming years and months? What kind of staff will enable you to succeed? How can you aid in their development?

Larry Barnard

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