Training Doesn't Work! Take two.

Training doesn't work in organizations either!

Did I just say that?

In organizations the problems aren't just with the motivation of person trained but with peers, managers, systems, procedures, processes, tools... Shall I go on?

Many problems need to be addressed before training can work in an organization. Most have to do with support after the training. Will there be anyone to encourage and coach you after you are trained?

Imagine a high school marching band trained like most organizational employees or volunteers are trained. There would be the training session, say, 1/2 or full day. Much of that day would be an overview of bands. In the interest of producing well rounded band members, each musician would get information on all the instruments. Near the end there would be a brief, usually hurried, role-play of a musical piece. Then everyone would be left on their own with no further practice as a group, rehearsal or coaching.

Imagine the result.

Every training session an organization schedules is an attempt to change that enterprise. Organizations need to get real and provide the support each learner will need after the training session is over.

It's a Wonderful Life

These days I'm in rehearsals for a musical version of "It's a Wonderful Life".

The story of George Bailey touches many people and has a great deal to say for those interested in personal improvement and development, and for those who wish to make changes in their lives.

Too much focus is given to the rich and famous. George's story is about an ordinary person. He wishes to travel and is never able to. He sees friends like Sam Wainwright grow rich and move away. His own brother is a celebrated war hero. Yet, George is still in Bedford Falls running his family's Savings and Loan.

A crises dispirits George but then an epiphany helps him see he actually has a rich and wonderful life.

One must appreciate what one has even if striving for something more, something different. Use the gifts you have and work toward what you desire.

Halloween Creativity

Halloween brings out the creativity in people. Amazing is the only word to describe what some people come up with for costumes and decorations.

Do you suppose the organizations these folks work for, or volunteer for, tap into their creativity?

Most of the time the answer would be no.

People are motivated to work most successfully and intensely on undertakings they choose themselves. How many organizations authorize that?

The answer? The very best and most creative organizations.

It isn't just big-C creativity that suffers. Getting better at anything involves a certain amount of creativity. Let's call it little-c creativity.

Creativity is one component of improvement. You need coaching, support, and deep practice as well. How well does you organization support these practices? How well do you do them yourself?

Channel the spirit of Halloween. It's not so scary.

Do Something Different!

What Happens to You When Everything Changes

This is a time of transition.

Just look around.

In my area newspapers are only delivered three days a week now and are maybe one-third their previous size.

Will your employer continue to provide health insurance?

Will you even have an employer?

It seems everything today is subject to change. Previous results are no guarantee of future results. Do you play it safe? Well, in a changing world what is safe? Somehow I don't think doing what worked yesterday will get you better results, or even the same results, the day after tomorrow.

Now is a great time to explore. Now is a great time to start to do something different.

You should read these 5+ books!

Here are 5 resources that will help you make sense about change management.

The Diffusion of Innovations by Everett M. Rogers.
This is the granddaddy of change resources and one of the best business books of all time. Don't take just my word for it, that's what Inc magazine said too. This book is the bible of the field covering the innovation-decision process, adopter categories, opinion leadership, the change agent, the consequences of change, the list goes on. A must have for change managers.
Jump out idea: Too many to count!

Wishcraft: How to Get What You Really Want by Barbara Sher with Annie Gottlieb.
Still the best resource for people who want to make changes in their life but either don't know what they want or don't know how to proceed. This has great suggestions on how to discover your desires that you may be hiding from your self, how to deal with your own resistance, and a wonderful section on project management that is free of project management jargon. Sher doesn't even use the label project management.
Jump out idea: You don't have to have steely determination or grinning positive attitude to achieve success and get what you really want. You can have any old attitude you happen to have and any coping mechanisms you can use.

Communicating Change by TJ and Sandar Larkin
Turns many ideas about managing change in organizations on their heads. The authors advise communicating through supervisors (which makes sense...that's one reason there are supervisors). They also say to concentrate on local work areas and eschew all rah-rah and hyperbolic slogans. A readable, down-to-earth book.
Jump out idea: Keep communication simple and emphasize performance of local work areas.

Making a Living Without a Job by Barbara J. Winter
For those specifically looking to, as Pam Slim says, escape cubicle nation. Practical and inspirational ideas for striking out on your own without a job.
Jump out idea: The $100 idea. Make your idea make some money...$100.00. That will tell you more than most of your planning and introspection.

Moneyball by Michael Lewis
Ok, this one may be coming out of left field. (Please excuse the lame joke.) But really this book about the Oakland A's and Billy Beane demonstrates how change was managed by one baseball team. These changes then spread to other teams in major league baseball (MLB). Basically the world changed (salaries grew astronomically) and MLB ignored that fundamental shift for many years. Then Oakland started winning without overspending on talent. Shows how an outside force leads to change within organizations and industries. Oh, and it's a fun book.
Jump out idea: Even an organization with deeply held traditions and culture can change...but it ain't easy.

The +: The War of Art by Steven Pressfield
Everything you wanted to know about your resistance to personal development but were terrified to ask.
Jump out idea: It's War!