Training Programs: Two Sides of the Same Coin

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I heard a story on CNN’s American Morning about bullying.  There is a school program called Sociable Kidz that several schools are beginning to embrace.  This program, designed by two teachers, will focus on the child who is the victim of bullying and teach that child skills to improve his or her confidence and self-esteem.  It also gives them techniques to respond to the bully when a situation arises.  While all this sounds good, what was missing for me in the CNN story was what the schools are doing to address the child who IS the bully.  Are they offering skills training for them?  Do they just punish without correcting the behavior?  Do they get rid of the child by expulsion?

Training to combat a specific problem or situation in the workplace should be no different.  There needs to be skill development for employees on both sides of the issue.  For example, if you are providing training to managers on how to give feedback, it would make sense to give training to staff on how to receive feedback.  But, we all know that does not happen in most organizations.  Feedback is a one-way street that a manager walks down.  It shouldn’t be that way, but tends to be.  A balanced training program should address both sides of the skill deficiency or issue in order to really help provide a change in behaviors, thus a change in culture.

Do you agree?  Disagree?  How has training been handled in organizations you’ve been part of?  Ever have one that addresses both side of the training coin?

One thought on “Training Programs: Two Sides of the Same Coin”

  1. Reminds me an approach to scolding 2 year old children. If/when your child hits another child you focus your attention to comforting the other child to show your child that his/her behavior will receive no attention or reward. Then, afterwards you privately deal with your child with a timeout.

    I have tried the above. Seems to work most of the time. Hardest part is not getting mad at your child first. In my experience, too often more attention is focused on an abusive manager by offering him/her training to help. I rarely hear courses being offered on how to deal with a poor manager. Maybe, I should start one?

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