I own and run a small learning & development organisation which focusses on training consultancy and delivery. Before I ran my own business, I held senior training roles in large private sector organisations. Since then, I have designed and delivered training for public, private and third sector organisations.
The emphasis is on high quality, relevant, practical training that people can take back to their work places and apply with growing confidence. I am also interested in how learning 'sticks' and encourage all my clients to measure the difference that their training has made.
As I have a background in both business and psychology, I am able to bring a useful mix of skills to training design and delivery - helping people assimilate their learning and try new skills back at work.
Thanks so much for this article, it's very real and those 5 dysfunctions are spot on! In my experience, people often recognise these barriers, but do not feel empowered to change things for the better for whatever reason. In our training programmes, participants tend to be alarmed and excited in equal measure at the notion it's in their power to improve their productivity and the quality of their working day. Obviously there can be structural issues too, but so much can be achieved with empowered staff.
This article really resonated with me and I'm noticing I am being asked to deliver more micro learning than ever before. I agree that 'free' training is not really valued but weirdly it's often expected. For example, I recently lost a pitch for a leadership programme because a competitor offered the coaching element of the programme for 'free'. I couldn't help but wonder about the quality of any coaching give for free. I later heard that the programme had not been as successful as the client hoped, but there was no schadenfreude here- it's a situation that does everyone a disservice. Thanks so much for sharing this, it has helped me think yet more reply about how to offer real value to clients.