How true are we to our cause?

This question is asked; for many a time, a client sits across from us with concerns about their previous trainings – not much was gained by their employees.  “Our people must retain things learnt when we send them for training” seems a common enough assertion.  “They must exhibit improvement and greater productivity after the training” would be the communal wish following such assertions.

We come from the region of the Tigers and the Dragons. It is the business-speak terminology that has been used by academicians and writers alike to describe the vigour of the Tiger economies of SEA, the dragons of the East denoted by Japan, South Korea and China. We are embalmed in rustic fables of gallantry, nationalistic unity and uncommon resilience, traits that others have assigned to our economies. If we start to believe what we read; we really start to have a sense that there is nothing these countries and its peoples cannot do.

So why is it – people do not retain things learnt at training?  How come they are not exhibiting improvement?

In the fables and stories of old, tales of Tigers & Dragons – the hero sets out on a quest to come back with the prize (sometimes the antidote). Armed with a sword, courage and heaps of commitment, we rest assured he will succeed in his quest and save the town (or the maiden in distress).

Training is very much the same as the quest.  You have to march forward with high levels of commitment; and this is true for both the Participant and the Trainer. The Trainer goes in to conduct with full commitment, share the knowledge, push the learning points and serves reminders to always be actively learning.  The Participant has to have commitment too.

The approach is targeted at:

  • what I can derive from this,
  • how and when can I apply it to my situation and
  • how can I adapt it for further performance if changes occur.

We (both the company and the employee) must be true to the cause. A one-sided cause will never do.


Photo Credite: Tim Hoyt