The Training Conundrum is when an organization launches a new system or program to their employees. They do everything right but they get horrible adoption because they aren’t able to hold their teams accountable to using the new system. They determine, incorrectly, that the reason the system rollout failed is because we didn’t answer every question or we didn’t communicate the details or the “Why” well enough. When in fact the system rollout failed because of a lack of team member accountability.
So the leadership team, mistakenly, go back to the drawing board and create more training and more systems to get the original system adopted.
I believe we do this because if you have to choose between creating more training and systems vs. holding large dispersed teams of people individually accountable. You are going choose training every time because it is way easier to do.
Training is created by a training team that works at the corporate office. There are just a couple of people to manage and they can create training that is tangible and I can see and hold it. It is so much easier to manage the training team than it is to manage 1000’s of individual team members.
The reality of the training conundrum is that more training and more systems aren’t going to get existing systems to be used. They are only going to make everything worse. It’s like throwing gas on a dumpster fire. Adding more red-tape and more complexity on top of what is already not getting done is just a waste of time, money, and it creates a toxic work environment.
I’ve literally had a prospect show me a checklist that they had their managers fill out to show that their managers had done this other checklist. Two checklists to make sure that one checklist was completed. That is an extreme example but organizations fall into this trap all the time, just keep adding more rules, steps, and forms to make sure stuff is getting done.
If you implement the right solution in your organization, then the original stuff gets done and it doesn’t require additional steps.
I don’t blame people for this, it has only been in the last couple of years that the technology existed to make holding teams accountable easier and actually doable. Systems like the OpsAnalitica Platform that has team member accountability built in. If you don’t have a system like OpsAnalitica, holding your teams accountable is a second full time job on top of your normal full time job.
Without real timely accountability built into your operations management you can train people forever and not affect any real change.
Do you know how many employees pass mandatory training and don’t change their behavior? You do, it’s most of them. It’s not until your managers are held accountable, and then they hold their teams accountable to changing that anything actually happens.
There is only so much bandwidth that managers have and they can’t hold everyone accountable to everything simultaneously. Then when organizations fall into the training conundrum and start piling on more systems with the goal of getting other systems to be implemented the whole thing becomes futile.
To avoid getting into the Training Conundrum organizations have to include accountability mechanisms into their systems or better yet, because it is more scalable, get an Operations Management Platform with accountability built-in, in place and run their new systems through that platform.
At OpsAnalitica we are leading the charge for better team member accountability and in the creation of a platform that can help you manage your field operations more effectively. I invite you to check out a quick demo of the OpsAnalitica Platform, please click here to schedule a demo.