As a consultant and trainer in many organizations the last thirty-five years, I have observed that the organizations that tend to grow and be innovative also invest in training. These organizations see training as an ongoing activity that can take many forms ranging from self-study to formal classroom (virtual and in-person).
The key is that training is seen as a cultural value that allows people to do their best work with the best information available.
In Toyota’s early days after WWII, there was a major difference between the assembly lines in Japan and those of US automakers. That difference was that much responsibility and power were placed in the people on the line, resulting in higher quality cars and fewer workers. It was an early version of lean manufacturing.
For workers to be able to do the right things at the right times, rigorous training was needed. Dr. W. Edwards Deming was a major proponent of systems and processes, but he also was a strong evangelist of training. If defects occurred, Deming said the system must be changed, but also the people must get additional training. And, that training must be regularly conducted.
I am currently reading a book by John Eldridge called, “How to Get Your Life Back.” In the book, Eldridge discusses an astounding observation from the academic community that even well-learned researchers are losing their ability to focus on one topic, such as a research paper, for an extended period of time. This is due to the ever-increasing tendency to scan and swipe over information we see online, combined with the sheer amount of that information that cascades upon us each day.
To truly learn something, it takes significant time to do a deep dive into the material. This requires carving out time to wrap our minds around a given topic. I face the same challenge. There are topics I am learning that require significant blocks of time. Then, once presented with the information, I have to find ways to practice it or else I will lose it.
Is it possible to learn in little pieces? Yes, I believe it is. And the saturation factor can be significant. That is why I design my e-Learning courses to be taken in 20-minute or less sessions. However, the learning effort must be consistent and regular.
We can also learn informally, such as from others and from mistakes. It is the mistakes that are the costliest and painful ways to learn. Believe me, I know!
And that is where the high cost of low training comes into play. When knowledge gained is seen as a once every two or three years (maybe), that’s not enough for someone in a technical profession. The results are seen in struggling to do work, taking longer to do tasks, and generally in sub-par performance.
When assessing the cost of a training effort, the immediate costs of the class and people away from their daily work are just the tip of the iceberg. The payback is seen down the road as people put into action what they have learned and avoid the mistakes due to lack of knowledge.
As Robert Orben said, “If you think education is expensive, try ignorance.”
If you would like to continue the conversation, just message me or add a comment. I would love to hear your thoughts.
