Something goes sideways at work\u2014missed deadlines, bad customer feedback, you name it\u2014and the first suggestion is, \u201cWe need training!\u201d Sound familiar? It\u2019s like reaching for a Band-Aid when what you really need is a lifestyle change. Training can be powerful, but it shouldn\u2019t be your knee-jerk solution to every workplace hiccup.<\/p>\n\n\n\n
Here\u2019s the hard truth:<\/strong> Training is the last stop, not the first. If you\u2019re jumping to training without laying the groundwork for great performance, you\u2019re wasting time, money, and effort. Let\u2019s break down what you need to be doing instead\u2014and why it matters.<\/p>\n\n\n\n Think of hiring as the foundation of your performance \u201chouse.\u201d If you\u2019re building on shaky ground, even the best training program won\u2019t save you. You need the right people in the right roles from the get-go.<\/p>\n\n\n\n Here\u2019s how to hire smarter:<\/p>\n\n\n\n Smart hiring sets the stage for performance, minimizing the need for \u201cfix-it\u201d training later.<\/p>\n\n\n\n You know what drives me up the wall? Leaders who say, \u201cThey should just know what to do.\u201d Really? Since when are we hiring mind readers? If you want great performance, you need to spell it out\u2014clearly and consistently.<\/p>\n\n\n\n Here\u2019s how to set expectations that stick:<\/p>\n\n\n\n Clarity eliminates confusion, giving your team a clear path to success\u2014and fewer excuses for poor performance.<\/p>\n\n\n\n Here\u2019s a truth bomb:<\/strong> Your team is watching you. If you preach punctuality but show up late to meetings, you\u2019ve already lost the plot. Leadership isn\u2019t just about what you say\u2014it\u2019s about what you do.<\/p>\n\n\n\n To walk the talk:<\/p>\n\n\n\n When you model the standards you expect, you set the tone for everyone else to follow.<\/p>\n\n\n\n Expecting great performance without giving people the tools to succeed is like asking someone to build a house with a toy hammer. Before blaming performance, ask yourself:<\/strong> \u201cDo they have what they need?\u201d<\/p>\n\n\n\n Here\u2019s what to check:<\/p>\n\n\n\n When people have what they need, they\u2019re empowered to succeed\u2014and training becomes less of a crutch.<\/p>\n\n\n\n Here\u2019s the thing about accountability:<\/strong> Without it, even the best plans turn into wishful thinking. It\u2019s like signing up for a gym membership and never going\u2014you have the potential, but nothing\u2019s happening.<\/p>\n\n\n\n How to make accountability work:<\/p>\n\n\n\n Accountability bridges the gap between expectations and results, ensuring everyone stays on track.<\/p>\n\n\n\n Not every performance issue requires formal training. Sometimes people just need guidance from someone who\u2019s been there, done that. It\u2019s like using GPS instead of fumbling with an old-school map.<\/p>\n\n\n\n Ways to provide coaching:<\/p>\n\n\n\n Coaching creates a supportive environment for learning and growth\u2014without the need for a formal training program.<\/p>\n\n\n\n If you\u2019ve done everything above and still see performance gaps, then\u2014and only then\u2014should you consider training. But make it count.<\/p>\n\n\n\n Here\u2019s how:<\/p>\n\n\n\n Training is most effective when it\u2019s part of a broader performance strategy\u2014not a standalone fix.<\/p>\n\n\n\n Training isn\u2019t a magic wand. It\u2019s more like the cherry on top of a well-built sundae. If you\u2019re relying on training to solve performance issues without addressing the bigger picture, you\u2019re doing it wrong.<\/p>\n\n\n\n To build a high-performing team, focus on the fundamentals:<\/strong> hire well, set clear expectations, model excellence, provide the right tools, hold people accountable, and offer coaching. Then, if gaps still exist, use training strategically.<\/p>\n\n\n\n Remember:<\/strong> Great performance isn\u2019t trained\u2014it\u2019s built. Step by step, with the right pieces in place, you\u2019ll create an environment where people can thrive without leaning on training as a crutch.<\/p>\n\n\n\n About the Author:<\/u><\/strong><\/p>\n\n\n\n Kate Zabriskie is the president of Business Training Works, Inc., a Virginia-based talent development firm. She and her team provide onsite, virtual, and online soft-skills training courses and workshops to clients in the United States and internationally. For more information, visit www.businesstrainingworks.com<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":" Something goes sideways at work\u2014missed deadlines, bad customer feedback, you name it\u2014and the first suggestion is, \u201cWe need training!\u201d Sound familiar? It\u2019s like reaching for a Band-Aid when what you really need is a lifestyle change. Training can be powerful, but it shouldn\u2019t be your knee-jerk solution to every workplace hiccup. Here\u2019s the hard truth: …<\/p>\nStep 1: Hire for Success<\/h2>\n\n\n\n
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Step 2: Set Clear Expectations<\/h2>\n\n\n\n
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Step 3: Model the Behavior You Want to See<\/h2>\n\n\n\n
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Step 4: Provide the Right Tools and Resources<\/h2>\n\n\n\n
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Step 5: Hold People Accountable<\/h2>\n\n\n\n
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Step 6: Provide Coaching and Mentorship<\/h2>\n\n\n\n
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Step 7: Make Training Targeted and Purposeful<\/h2>\n\n\n\n
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Top Takeaway Ideas<\/h2>\n\n\n\n