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Another problem with a minimal influence of many education: the fact that it is a question of business! ”

“Business” as a theme, which focuses on things that are logical, rational mind and Analysis: terms such as “the value chain or multiple P Marketing. Even if it is to analyze and discuss people who are often regarded as an intellectual analysis and discussion: Maslows hierarchy the needs of the great leader, etc., etc. business, at least those he is in our schools and most training is on the understanding and knowledge.

These are obviously very important at a time. However, the administration is responsible, and (he) has nothing to do with reason, logic, IQ, or intelligence. What can you a simple question whether you can affect individuals or organizations to something. It is the people to influence, individually, in groups or in hordes.

No amount of understanding, knowledge and intelligence help, if you are not able to deal with the people and a response is desired. I know a lot about the administration of my upbringing. This does not necessarily mean that I’m good to do everything.

The same tension between the knowledge about the capabilities, through rational and emotional development, there are many other areas of development.

Issues of marketing, cross selling, building relationships with customers, the confidence, and for customer service. It is not unusual for one of my customers use these terms in the definition of its needs of a seminar.

But the mix of different attitudes, understanding, knowledge and skill needs are behind this collection of words!

Be good with people (inside or outside the organization) is not an academic psychology, sociology, anthropology, or other “strategy”, where people sit around and intellectualize “personnel” or “segmentation,” but never really ready for a real, people.

This is also true, unfortunately, is in the schools around the study of the company. School faculties in the world usually consists of men and women, its causes (and the temperament and inclinations) are based on logic of the rational mind. They are well equipped to the companies, but not structured to develop skills.

However, if we really help people develop the skills we need “training” in the way of a financial trainer uses this word – the presentation of a draft set of activities, for the right “muscles” and gradually build their place in the experience to do so.

To get people to develop as the operator does not mean that the discussion about management (or, worse still, the leadership), but rather that the citizens through a series of processes, where they experience, try, and their emotional self-control and interactive formats.

Since the bill Peper, a mediator in General Motors Standards of Excellence “process, in my blog:” The companies often have the training as a substitute for the hard work for a real development of skills. ”
The media companies to change

The truth is that most companies provide training in the wrong direction. They decide what they want their people were good, funding for a director for training and demand that the head of the training to find a good program.

Like Ted Harro comments on my blog: “The training is too often used as a (personal) cheap way to see how you are to do something, if you’re a manager. As usual, is short and little change personnel.”

Changes is very difficult. It demands that the operators answering the questions in four key areas:
* Systems: Is this a guide, encourage and reward these (new) problem?
* Attitude that people want? Is what they are buying their significance?
* Knowledge: Do they know how to do this?

* Skills: Are all the proper execution and implementation of what they know?

Filed under: -Training and jobs information, advice on December 27th, 2008