Sharing with you 6 reasons training may not be your answer. 
I’ve been in the learning & development field for over 18 years and I wanted to share some insights with you. I’ve seen just as many situations where training was the answer as I have situations where training wasn’t able to add value or to contribute to enhanced performance.

Let’s think about things first, before jumping to conclusions.

Lack of performance can be caused by several things including these 6;

• Unclear organizational mission or goals
• The tools and resources people need to do their jobs are unavailable to them
• They know what work needs to be done – and how to do it – but workflows or procedures need to be overhauled
• The structure for pay, bonuses or recognition do not support consistent performance
• They have the “old system” available to them and have a choice available to adopt the “new system”
• Employees receive little or no feedback and coaching they need to increase their performance results * Ask yourself this question first before deciding if training is the answer “Is there a system gap?

Here are some situations that are red flags that tell you training may not be the answer:

“Training on time management next quarter” 

You may be correct that your people need to learn how to manage and protect their time. First, you may need to ensure you provide clear direction, coach them to the results and provide permission for their strengths to flourish. Taking the time to talk with people in a way that resonates with them and considers their style can make all the difference in increasing efficiencies.

“Teach my people critical thinking” 

Is this code for my people do not think the way I do? Possibly we could spend time training Third Alternative Thinking to the leaders in your organization. Helping them trust that their people are creative, capable, wise & good. Hopefully, you are not looking for clones who would act exactly the way you would and you want to nurture their growth and development.

“Our people need communication training” 

Well, you might be right, but what if it’s actually a result of a dysfunctional team? Maybe, Extended DiSC coaching for you and the team might be more appropriate. It will help to establish communication norms and might go so much farther towards remedying the situation than generic communication skills training might.

Training may be the answer and we can discuss these options that have all of the above considered and can be customized to your team’s needs.

An experienced Business Growth Expert can help you analyze your problem and assist you in deciding when training is the answer. I have over 18 years in learning and development. I am a certified professional coach, change management specialist and advocate for the science of well-being. 

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Jennifer Jimbere is an entrepreneur, International best-selling co-author in the Dream Boldly I Dare You Series. World Class Coach and Business Consultant. A recognized authority on the psychology of performance, negotiations and organizational turnaround.

She has served as an advisor to thousands of individuals and organizations around the world for more than 20 years. Jennifer has also recently been named Influence Magazine 100 Authority.