Weekly Thought – November 23, 2021
Fred considered short term training and long term development two separate functions. Quick fixes and organizational Band-Aids were seen in a less than favorable light. His ideas about evaluating the process helped many corporations. This week the message is an excerpted version of his counsel.
Evaluating the Training Process
I like to ask questions as I look at the training process of my clients. Here are a few examples:
1. Is this person’s job fitting well with his/her talents? a) is this a quick fix or part of a career plan? b) does this fit the natural wiring of the individual? c) how well has the personality and talent profile of the individual been determined? For example, is the person more comfortable with team or individual projects?
2. How much willingness to do the job am I seeing? I watch to see if the person is basically enthusiastic about opportunity. If I get any sense of “Well, I’ll do it if you want me to, but I’m not really keen on it” my expectations are seriously reduced. a) How interested in accomplishment is the individual? b) Is there a natural rhythm and quickness to learning?
3. How consistent are the efforts? a) Are they sporadic or long term, consistent, day-in, day-out efforts? Business, education, or ministry cannot be run by the stops and starts of the legendary hare; talented, directed tortoises will win the day. Rudyard Kipling gave me words which have become foundational: “When only the will says go.”
4. What are the objective results? a) How much activity produces results? b) What is their actual record of measurable results? c) How often does personality, amiability, and charisma get confused for productivity? Our daughter Brenda said in recruiting and training for the financial service industry they have a phrase: “they have aptitude, but no apt-to-do.” My mentor, Maxey Jarman always told me, “Fred, show me the baby, don’t tell me about the labor pains.”
5. Is this person willing to be evaluated? a) Do they understand evaluation is to better fit them to make a contribution to the organization? b) Is resistance the sign of a character flaw? c) Do they put themselves in the position of evaluating others while avoiding any personal assessment?
Training is not an academic exercise. It is not for the purpose of applying new theories and techniques. Its bottom line must be for the progress of the organization, done effectively and objectively.
This week think about: 1) How often is evaluation and assessment part of my job? 2) What questions do I think about in approaching evaluation? 3) Which part of assessment is the most helpful to me personally?
Words of Wisdom: “Show me the baby, don’t tell me about the labor pains.”
Wisdom from the Word: The LORD said to me, “I have made you like a metal assayer to test my people like ore. You are to observe them and evaluate how they behave.” (Jeremiah 6:27 NET Bible)