Other business consulting services train for the short term
And unfortunately, statistics show this training is only 15 to 20% effective. Training is a major industry in the US, and thousands of business consulting services are making a killing. In fact, four billion dollars are spent each year in workplace training. So, if it’s not effective, why do companies invest so much money? Why do employees return from training eager, motivated and highly productive during the “glow” period, only to return to their pre-training productivity? Why isn’t training a long-term fix? The answer to the training dilemma can be found at http://www.assessmentsolutions.com/course/free-course-roadblocks/
A group of psychologists studied this dilemma to see if the cause of ineffective training was due to the method of training, the type of training, or the trainers themselves. They found something deeper. They called it the Role/Identity Dilemma.
To understand this concept of Role/Identity, and how it relates to the training by business consulting services, we’ll define role as what a person does in life. People have many roles such as spouse, parent, supervisor, community leader, volunteer. These roles are directly related to a person’s identity or how a person sees themselves, their self-concept. If someone sees themselves as a high performer, their role in business and society will be one of leadership. Conversely, a person with a low self-concept or identity will take a backseat and perform at the level they see themselves.
How does Self-Concept Effect Long-Term Performance?
As part of my business consulting services, I ask managers to rate themselves on a scale from 1 to 10. On average their ratings fall somewhere between 4 and 6. (Incidentally employees rate themselves even lower). And that is the crux of the problem because psychologists have proven a person’s performance cannot outstrip their self-concept or identity over a long period. Let me give you an example:
As part of my business consulting services, I was asked by a corporate client to give one-on-one coaching to a manager, who I will call John. He had been with the company for years but wasn’t performing up to company standards. Since they were invested in John, the company opted to send him through an expensive, three-day, off-site training program. He returned motivated and super-charged but unfortunately the training high didn’t last, and before long, John was performing the way he did before training. Here’s what happened:
After his training, John’s confidence soared. He understood the company valued him enough to spend money on training, and he did his best not to let them down. For a time, with an elevated concept of self, John performed at a 9, but soon his identity settled back into a 4 or 5, and that’s how he performed. Realizing John wasn’t performing as he had done after training, the company sent him back for more training, and the cycle began again. John’s performance could not outstrip his identity or how he saw himself.
Did John need job training? No, he needed management development. He needed me to help him develop a healthier picture of himself, which I did through management development surveys and consulting sessions. John and I worked through his areas of weaknesses such as communications, problem-solving, and self-motivation. He didn’t need to know more about his job, per se, but he needed help to develop his identity. Together we developed short and long-term goals and the action steps needed for a long-term fix.
Businesses nationwide are looking for solutions to the training dilemma. Call me for a free consultation and I will show you how my business consulting services can help you. Contact Bmazzare@assessmentsolutions.com. Visit http://www.assessmentsolutions.com