Why should enterprise training continue?

At the end of the year, the boss of an enterprise asked me what the role of training was and how much it was worth. This question made me start to seriously review my training experience over the years. Especially the past 1999. I have trained in various companies for more than 200 days this year, and I am willing to share many ideas with you.

Three or four years ago, most managers in China thought there was no difference between training and education. The performance is that they will invite university professors to give lectures; Will require training instructors to increase the amount of information; The more people attend the training arrangement, the more cost-effective; Long training time, short practice time, less practice and more lectures; It is best to talk for two hours every night; The handout should be thick, and it is best to have books distributed. Why else should I pay you so much for training? ; Seats should be arranged in the shape of a classroom; Sometimes, before training, leaders will lecture: everyone should pay attention to discipline, don't whisper and don't talk.

Many companies spend a lot of money to build training centers. The desks and chairs in the classroom are fixed and cannot be moved at all. There are also some companies training in the conference room, with a huge conference table in the middle. All the students sit around the table, with cups and notebooks in front of them, waiting for the teacher to train like attending a company meeting. This arrangement quite limits the training effect. And because it is too close to the workplace, students can come in and out at any time, or colleagues can come to find it, or call or answer it. It is difficult for students to get into the role.

Especially when doing exercises or sharing, many students think that the teacher has not taught anything, so they go in and out to deal with public and private affairs. In fact, the most difficult thing to do training in China is to make students willing to participate in practice, sharing, discussion and activities. Because there is no feeling or gain without participating in the experience, it is difficult to recognize the value of training without personal experience, so it is even more difficult to invest in the experience process. You will see that students sitting in the back often have a low evaluation of training, and they are often willing to sit in the back at any time, whether it is a meeting or training. That's the truth. If you don't take part in exercise and activities, you can only stay forever? Quot it's difficult to really master skills in class.

It is no wonder that many students leave only one feeling in their minds after the training, whether it is good or not, and their attitude towards the training is similar to watching a movie. Before long, this feeling will fade away, and the only trace of training will disappear, and many students will gladly accept it. Quot training is useless. If students only listen to information with their ears on the spot without actively participating, practicing and sharing, they will not be able to form a profound influence and feeling, and they will not actively try to change their consistent behavior after class. The final result must be the same behavior and the same result. It's not that training is useless, it's useless. Of course it's useless.

As a result, more and more companies now realize that knowledge is not equal to knowledge, and the function of training must go beyond information transmission. In many companies, it was like teaching in a large class a few years ago, but now it has evolved into real training: fewer people, less information, repeated practice, and more emphasis on skills than information.

Training is not everything, and the classroom can't change the habits that have been formed for decades. Mr. Hu Shi has made a promise? Quot sow ideas and reap actions; Plant behavior and harvesting habits; Kind of habit, morality; Plant characters and harvest fate. As trees are, so are fruits. What kind of action there is, what kind of result there is. To strive for new achievements, of course, we must change our actions first. There is no medicine to cure, the behavior remains unchanged, and the results are updated. Therefore, training must encourage students to change their behavior.

Reduce the number of trainees; Reduce the training intensity per unit time; Increase two-way communication, encourage students to participate actively, practice more, engage in more activities, discuss more, participate more, share more and think more; Stay away from the daily workplace environment; Flexible classroom layout; Students are not only required to move their ears, but also to use their brains and even do exercises; Not only the left brain, but also the right brain? All these changes are helpful to deepen the function of training from initial information transfer to skill transfer, and even change people's thinking.

A few years ago, managers in China valued the information brought by training; Now, more and more enterprises pursue the skills brought by training; Companies that really appreciate training begin to pay attention to the mental changes brought about by training. Why do you say that?

One of the advantages of training is that you can see various types of enterprises and compare people in these enterprises. If you have the opportunity to host courses with open enrollment and students from different companies, you can compare and observe the cultures of their respective companies brought by different students and the deep imprint these cultures have given them.

In the training class, some students are expressionless, while others are like a spring breeze, showing confident and friendly smiles; Some sit in the corner, refusing people to stay away, while others are relaxed and take the initiative to communicate with others and let others tolerate themselves; Some enthusiasm and lecturers form a * * * atmosphere and learn from each other. Others either look up at the lecture or look down at the lecture notes and remain silent forever.

The former is narrow-minded, self-enclosed and lacks group consciousness, while the latter is confident, optimistic and open, good at communicating with people and concerned about the success of the group. The former often says that training is useless and that the training content is not in line with China's national conditions and our reality, while the latter often tells others what training has changed them; The former came to the training class to grasp the drugs for treating diseases, while the latter came to learn the methods of fitness; The former painted the ground as a prison and tied himself in a cocoon, while the latter dared to admit his own shortcomings and was willing to open up and absorb what was useful to me?

Successful employees are often not people with high IQ, but they must be people with high EQ. Modern management training, to a great extent, is to cultivate trainees into people with positive attitude, openness, self-confidence, team spirit, high emotional intelligence and good at learning. This is an aspect that professional managers who are engaged in human resources and training, even the top management of enterprises, should attach great importance to, from obtaining more information through training to developing specific skills by relying on training.

Answering the question of the general manager of that enterprise, I said: training can provide information, but such training is only worth the book price, and it is too wasteful to pay; Some training can form skills and is worth spending a lot of money; And really good training can change people's minds, which is priceless. The reason why you need to insist on training is because you have to change the thinking of employees in order to break through the bottleneck that restricts success.

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