Give Me A Break!!!
Considering how much my company preaches High Performance, and delivering results, the last two weeks of training have been anything but high performing.
The classroom content was quite elementary, and highly redundant and repetitive. The nightly social activity of choice was a bit juvenile for my taste. And the worse part, no one seemed to care that most of the attendees just weren't engaged in the training.
Don't get my wrong, it's amazing that my company would spend as much as they did to send me to training, but they really got the raw end of the deal if they were expecting me to come back from training inspired and armed with skills to work more efficiently or to bring innovation to my work.
If you ask me, here is what training should look like:
Since the purpose of our training is to learn process and methods rather than industry knowledge, the course could be structured in a very different manner. One approach would be to put the students in an environment where they are not in their comfort zone and are forced to step up to the plate. This would increase the learning curve and the ability to learn to apply the methods ten fold. Not only that, the students would perform at a much higher level and students would be able to build much stronger and more meaningful bonds.
On the first Tuesday night, we all participated in this team building event where were supposed to complete a series of tasks such as building a tower out of paper that could support a brick, along with a few other of those "think out of the box" activities/puzzles. Based on that event, the staff and faculty should have gathered that the students grow the most when they are asked to do novel tasks and if there's a bit of a competitive spin placed on activities.
I propose that the training be restructured in a way where students are learning prescribed methods in parallel with life skills such as working in teams, leadership (not that I really think you can teach leadership), and adapting to new environments. Two great ways of doing this would be to spend a large portion of the training time applying methodology to building a physical structure or doing some social service project. I think that when people are being stimulated and challenged, longer hours won't feel as long.
A proposed typical day:
Start: 7:00 or 7:30
Classroom time: until 11:00 or 12:00.
(Go over methodologies and processes.)
Lunch: 1 hr
"Project" time: 4 - 5 hrs.
(Applying theory to the real world.)
Dinner 1:30 - 2:00 hrs.
Recap: 1 hr. Go over the lessons learned from time on the "project" and how the methodologies were applicable.
Break for the evening.
As much as I enjoy a good evening at the club or at the bar, if some of my classmates can sustain a nightly drinking schedule (sometimes in excess), clearly we are not performing at our peak during the day. Our time is too precious to attend a training where not everyone is engaged. Honestly, I've been actually keeping track (admittedly out of boredom), but at any given moment, only about 20% of the class is actually looking at the screen or are engaged.
It would be naive to think that my suggestions would ever be put into place, but here's one that should be feasible...The guidance team that develops the curriculum should not be comprised of only senior executives of the company. I think people at all levels within the company, even those who have only been with the company a few months all have relevant input on how to shape this course to achieve maximum outcome and relevancy. I think that for many senior executives, it's been a few years since they were newbies, and while the current content of the training is important and relevant, I think that the newbies can be pushed and challenged even more. I think a diverse guidance committee would be invaluable to shaping the future of the course.
Instead of repeating some of the activities three or four times, I would like to see the bar raised, and spend more time on fewer but more challenging tasks. Read: challenging does not equal tedious.
Now, my comments and criticisms should not be construed as griping in any way. I think training is a very important part to building a strong culture, a strong company, and is a valuable part of your compensation package. But, I also think that everyone's time is valuable, and that training should yield more -- greater results.
Day after day I'm more confused
Then I look for the light through the pourin' rain
You know, that's a game, that I hate to lose
I'm feelin' the strain, ain't it a shame
[CHORUS:]
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Won't you take me away
Beginin' to think, that I'm wastin' time
And I don't understand the things I do
The world outside looks so unkind
And I'm countin' on you, you can carry me through
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Won't you take me away
And when my mind is free
You know your melody can move me
And when I'm feelin' blue
The guitars come through to soothe me
Thanks for the joy you've given me
I want you to know that I believe in your song
And rhythm, and rhyme, and harmony
You helped me along, you're makin' me strong
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Won't you take me away
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Give me the beat boys and free my soul
I wanna get lost in your rock and roll and drift away
Won't you take me away