{"id":9062,"date":"2021-08-13T13:27:51","date_gmt":"2021-08-13T21:27:51","guid":{"rendered":"https:\/\/c1mdevsite.com\/udutunew.com\/?p=9062"},"modified":"2021-09-30T14:28:25","modified_gmt":"2021-09-30T22:28:25","slug":"how-to-use-training-initiatives-to-change-employee-behavior","status":"publish","type":"post","link":"https:\/\/c1mdevsite.com\/udutunew.com\/how-to-use-training-initiatives-to-change-employee-behavior\/","title":{"rendered":"I Think I Can\u2019t, I Think I Can\u2019t"},"content":{"rendered":"<h1>I Think I Can\u2019t, I Think I Can\u2019t<\/h1>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-9063 size-full\" src=\"https:\/\/c1mdevsite.com\/udutunew.com\/wp-content\/uploads\/2021\/08\/I-think-I-Cant.jpg\" alt=\"How to Use Training Initiatives to Change Employee Behavior\" width=\"788\" height=\"310\" srcset=\"https:\/\/c1mdevsite.com\/udutunew.com\/wp-content\/uploads\/2021\/08\/I-think-I-Cant.jpg 788w, https:\/\/c1mdevsite.com\/udutunew.com\/wp-content\/uploads\/2021\/08\/I-think-I-Cant-768x302.jpg 768w\" sizes=\"auto, (max-width: 788px) 100vw, 788px\" \/><\/p>\n<p>As a people manager, you\u2019ve likely heard one of these lines or something very similar. Change is scary. Doing something new or adjusting how we do something from how we\u2019re accustomed to doing it can be very challenging. You may have members of your team that are simply not getting things done the way it needs to be done. But here\u2019s the thing. Do you as their manager understand why there\u2019s an issue with the task or expectation? In other words, can you determine if they <strong>don\u2019t know it, can\u2019t do it, or won\u2019t do it?<\/strong><\/p>\n<p>Okay, that sounds kinda cryptic. What is meant by don\u2019t, can\u2019t, or won\u2019t? Well, <strong>don\u2019t know it<\/strong> means the employee didn\u2019t know about or lacks the necessary information or skills to perform the task or meet the expectation. Therefore, you need to teach them about it and possibly even how to do it as well. We\u2019ll come back to this one in a moment, after we talk about the other two.<\/p>\n<p><strong>Can\u2019t do it means<\/strong> the employee doesn\u2019t have the actual ability to perform the task due to factors beyond not knowing about it and\/or how to do it. With a remote employee, this could be a technical or environmental barrier to address. If the ability to perform the task or meet a goal simply isn\u2019t within the individual\u2019s (physical, cognitive, etc.) ability, or other unresolvable barriers make it so they can\u2019t succeed, then you may have to:<\/p>\n<ul>\n<li>Reconsider the task or standard,<\/li>\n<li>Reassign the task, or<\/li>\n<li>Evaluate if the employee is the right fit for the role.<\/li>\n<\/ul>\n<p>It\u2019s important to understand that in regard to legitimate \u201cI don\u2019t\/didn\u2019t know it\u201d and \u201cI can\u2019t\/couldn\u2019t do it\u201d reasons, it\u2019s in the employer\u2019s interest, and often their obligation, to support team members. If you want the objective met, you have to be willing to help them know it and ensure they can do it. It\u2019s also possible that the standards or expectations may change from this new awareness of legitimate, but unresolvable, issues (e.g. budget, resources, time). In the end, the outcome in addressing any real concerns may even help other members of the team.<\/p>\n<p>Assuming the expectations are not going to be changed and the \u2018I can\u2019t do it\u2019 and \u2018I don\u2019t know it\u2019 issues are addressed, you\u2019re left with <strong>\u2018I won\u2019t do it\u2019<\/strong> as the only other possible reason. Getting the employee to recognize this is critical and sometimes difficult. \u2018Not knowing\u2019 and \u2018not being able\u2019 are both actual barriers whereas \u201cnot being willing\u201d is a choice. It can be a challenge getting someone to recognize that it\u2019s a choice to not do it and\/or not prioritize it as needed. It\u2019s a decision made that can be changed but many will prefer not to change it. The employee has the ability, has the knowledge, and has the means but they are still choosing not to perform the task or meet the expectation. Once they are aware of, and acknowledge, this choice has been made by them, it completely changes the discussion from \u201cWhy isn\u2019t this happening?\u201d to \u201cWill you choose to do it?\u201d It changes it from what may be just excuses, to them deciding whether they are willing to change their mind. Great examples here include the classic, \u201cthis is how we\u2019ve always done it\u201d or \u201cthat\u2019s not my job.\u201d These aren\u2019t legitimate barriers; these are defensive positions meant to support their choice. This issue is behavioral, and it requires some structure and courage to address effectively. It often leads to performance management or stronger interventions. Fortunately, there\u2019s often an easier way through this.<\/p>\n<p>It starts by clarifying whether this is indeed an \u2018I won\u2019t do it\u2019 issue. In many cases, assuming the individual agrees that the barriers \u2018I can\u2019t do it\u2019 and \u2018I don\u2019t know how\u2019 have been addressed, it\u2019s simply a matter of calling them out on the \u2018I won\u2019t do it\u2019 excuse. Leading them to understand that it\u2019s a choice they\u2019re making is key. It\u2019s a natural protective human response to cover our misses with excuses when, in reality, we\u2019ve simply chosen the \u2018I won\u2019t\u2019 option.<\/p>\n<p>Whew! That\u2019s a lot to agree with and debating this strategy could be fun! Instead, let\u2019s jump to why all this pertains to learning solutions. Afterall, we\u2019re a <a href=\"https:\/\/c1mdevsite.com\/udutunew.com\/elearning-authoring-tool\/\">learning solution company<\/a> so why are we even talking about this in such detail?<\/p>\n<p>The reason is that <strong>great learning is very often about changing behaviors.<\/strong><\/p>\n<h2>Changing Behaviors \u2013 The Crux of Training Initiatives<\/h2>\n<p>Changing behaviors, is typically at the crux of most training initiatives we help our clients employees through. It doesn\u2019t matter what the topic is, most training leads to a behavior change; whether it\u2019s intentional or not. It could be how a math problem is solved, how a customer is greeted, when or how an issue is escalated, or whether a prospective buyer chooses a particular offering. It\u2019s all behavior change. So, in this context and assuming the issue is \u201cI don\u2019t know it\u201d, then it\u2019s in our best interest (and really our obligation) to help the employee fully understand the task, expectation, or goal. Do you remember the blog on <a href=\"https:\/\/c1mdevsite.com\/udutunew.com\/all-is-fair-in-training-and-war\/\">Guerrilla Training<\/a>? This is where that comes in. You\u2019ll need to determine what level of knowledge transfer is needed and how to deliver it quickly and most effectively.<\/p>\n<p><strong>\u201cCulture eats process for breakfast!\u201d<\/strong> is a play on Peter Drucker\u2019s famous quote. Dealing with processes and behavioral changes is tied directly to culture. Cultural change is a difficult task and so it needs to be done in an adaptive, responsive, creative, and opportunistic fashion \u2013 it needs to be Guerrilla! It might be as simple as an email, a checklist, or a quick video or it may be more developed training such as an online course, simulation, or live workshop. It\u2019s very likely to be some combination of all of this too! One way or another, you\u2019ll need to address the \u2018I don\u2019t know\u2019 concerns in order to overcome what may actually be an \u2018I won\u2019t\u2019 issue. Tracking and remediating the above examples can really help to ensure complete understanding of what they needed to know existed at a certain point in time.<br \/>\n\u2026And so this is where the connection to learning and training comes in. It\u2019s where the appropriate expertise, tools, services, and willingness to address the \u201cI don\u2019t know\u201d aspect of all this becomes relevant.<br \/>\nRemember, most employees do want to be good at their jobs. Their reasons and motivations will differ but very few actually want to fail. Most want to achieve the business goals along with their personal goals &#8211; so help them! Use tracked learning to ensure they are supported on this most important leg of this execution tripod; <strong>\u2018don\u2019t know it\u2019, \u2018can\u2019t do it\u2019,<\/strong> and <strong>\u2018won\u2019t do it\u2019<\/strong>. It will be a key step in moving them away from \u201cI think I can\u2019t, I think I can\u2019t\u201d to \u201cI know I can, I know I can!\u201d<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I Think I Can\u2019t, I Think I Can\u2019t As a people manager, you\u2019ve likely heard one of these lines or something very similar. Change is scary. Doing something new or adjusting how we do something from how we\u2019re accustomed to&hellip;<\/p>\n","protected":false},"author":19,"featured_media":9063,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[12,11],"tags":[278,277,279,276,275],"class_list":["post-9062","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-adult-learners","category-learning","tag-changing-employee-behaviors","tag-guerrilla-training","tag-learning-solution","tag-tracked-learning","tag-training-initiatives","entry","has-media"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.4 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Use Training Initiatives to Change Employee Behavior<\/title>\n<meta name=\"description\" content=\"Great learning is very often about changing behaviors. 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