Replying to LO24930 --
I want to reinforce Nancy's point Training does not change culture.
Training can not change much if management has not created a need for the
knowledge and it the teaching is inconsistent consistent with the belief
and behavior of managers.
Nancy those are great questions that should be answered for anyone
considering training.
Gene
Eugene Taurman
interLinx
http://www.execpc.com/~ilx
>Why are you choosing training as an intervention? Is it based upon a
>sound needs assessment that truly points to training to solve a problem?
>Or is training what has been requested? What else is being done beyond
>the classroom to insure that whatever is learned in the classroom is
>supported in practice. Diversity training is a perfect example. Why do
>we do it? Does it work? Have we done anything else to understand why we
>are having problems? Have we made any efforts beyond the classroom to
>fix the problem?
>
>Although my background is training and OD, I'm not a big believer in
>training alone as an effective strategy for improving organizational
>performance.
>
>Nancy
--"Eugene Taurman" <ilx@execpc.com>
Learning-org -- Hosted by Rick Karash <Richard@Karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>
"Learning-org" and the format of our message identifiers (LO1234, etc.) are trademarks of Richard Karash.