Why do corporate training initiatives fail so often? Well, it’s because organizations indulge in training for the sake of it, rather than as a means to achieve specific business outcomes. Most companies have no strategic focus to their training. They don’t train employees in the skills relevant to the business’s stage of progress. They pay little attention to the planning process and tend to focus more on the delivery of the training program. As a result, they usually end up sending the wrong people to the training. They then over-train them and spend almost no time on implementation and follow-ups.
Due to the lack of strategic planning, the training programs fall short of being both interesting and useful. They fail to inculcate qualities that should be mandatory. Owing to this, the participants soon forget what they learn and sometimes even end up spinning in the wrong direction.
For this reason, Roy Pollock, Andy Jefferson, and Calhoun Wick wrote an exciting book called The Six Disciplines of Breakthrough Learning.
This book sheds light on the underlying problem that plagues the training industry. Delivery is glorified while strategically planning the process in alignment with the business outcome is thoroughly ignored. And to be honest, this is a HUGE problem.
Additionally, for training to be fruitful, senior leaders, middle managers, and individual learners need to contribute as well. They need to set the right expectations, be attentive to the entire process as opposed to just delivery and also participate equally in creating measures of achievement.
The book speaks about Six D’s: