7 common myths every organization should know about training
Training plays an important role in developing employees and ensuring the success of an organization. However, several myths can influence attitudes towards training and its effectiveness. Smartful Growth’s partners, specialists in their field Neidi Kompus (career coach), Kristjan Kaskman (team and crisis management trainer), and Reelika Jeferjev (self-management coach and trainer), share their experiences and explain common misconceptions while offering practical advice on how to benefit from training.
“Participating in training makes an employee “do things” or changes employee behavior”
Many believe that sending employees to training will make them more productive or improve their behavior. However, more than simply attending training is required. For real change to occur, employees need to put their new knowledge into practice. Without practice, the lessons learned from training will remain theoretical knowledge. Well-designed training courses will certainly include practical exercises, case studies, and simulations that help to apply the knowledge acquired in real life.
“Only new employees need training”
Organizations often invest a lot of resources in training new employees but forget about existing employees. In-service training is equally important as it contributes to the continuous development of employees and the success of the organization. Every employee, regardless of seniority, needs new knowledge and skills from time to time.
“All people learn in the same way”
One of the biggest misconceptions is that all people learn in the same way. Learning styles vary widely. Some learn better through visuals, while others learn by listening. By using different methods, it is possible to create the right learning environment for participants with different learning styles.
“Training provides quick solutions”
Training is often thought to offer quick and universal solutions to workplace problems. While training can provide useful tools and strategies, it is difficult to implement quick fixes without thorough understanding and practice. Successful change requires individual effort, organizational support, and consistent practice.
“The trainer is fully responsible for the implementation of what has been learned”
It is a serious misconception that the trainer is entirely responsible for the implementation of the knowledge acquired during the training. In reality, however, a great deal of responsibility rests with the organization and its managers. Without their support and follow-up, the impact of training will be short-lived. Managers need to create an environment that encourages the application of what has been learned and motivates employees.
“The trainer can motivate all participants”
There is a widespread belief that a trainer can motivate all participants to learn and actively participate. Not really – motivation is individual and depends largely on personal goals, career ambitions, and life situations. The trainer can provide inspiring materials, but ultimately motivation depends on the participants themselves and their working environment. Training is only a waste of time if the participant thinks and says so. Even if the participant feels that he or she knows everything about the subject being trained, there is always something new to learn, to remember, or to discover from a different perspective.
“Participating in training means I am incompetent”
Sometimes participants feel that being sent to a training course indicates that they lack skills or knowledge. They believe that all the skills they need can only be acquired by doing the job. While practical work experience is invaluable, structured training can provide a systematic and in-depth acquisition of knowledge that is not always available on the job. Continuous self-development is perfectly natural and provides excellent preparation and new perspectives, whatever experiences or job you have.
Training is an invaluable part of employee development and organizational success, but its effectiveness should not be overestimated or underestimated. Myths about training can create false expectations and disappointment. We therefore recommend that you take note of trainers’ tips to ensure that the use of training is as beneficial as possible for your company and its employees. In summary, the key to successful training lies in consistent learning, organizational support, and individual commitment.
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