Tag: Training

NO ONE CAN TEACH YOU WHAT YOU DO NOT WISH TO LEARN

July 1, 2025

It seems like an easily determined idea, doesn’t it?  Parents, teachers, and employers all fail to recognize this one fact. A father or mother attempts to teach a child how to use a spoon, a fork, or the potty chair before they want to. And it is always a struggle. I know. We tried that with Heather.

She would sit on the pot and not do anything.  Then she decided she wanted to use the chair because she was tired of diapers. Why do training diapers help so many kids? They don’t want to lose the security of the protection from accidents, but they want freedom in the bathroom. They also wish for Mom and Dad’s approval.

Effective teachers find ways to encourage their students to learn, but may use games, toys or other activities that catch the attention and are interesting. This type of learning must be customized for every student. If you are fortunate, more than one person is captured by the same activity. Others require a different approach.  Learning centers in classrooms take advantage of this principle.

Although I have never carried the title of “trainer” as a supervisor, manager, or an employee hoping to help someone else get ahead, I have trained hundreds of people in dozens of areas. Often, the lessons I taught to others were taught the hard way by trial and error for me. The desire to make learning easier for someone else makes me want to discover how to help them catch what I am throwing at them. This is how it should be done in the workplace.

The truth is that many are afraid to instruct others in what they know. They believe their job security depends on no one else knowing as much about their job.   

On other occasions, we want to pass on knowledge, but do not know how because our school was hard knocks. We learned by doing and believe others will also.  On-the-job training is good, but why shouldn’t those with more experience guide the newbies?  Show them the things you tried first that did not work. Tell them why you do it the way you do and all the other methods that are not as good. These stop wasting time and effort.

If they listen. That leads us back to the title of this article.  No one can teach you what you do not wish to learn. If you are stubborn and will not take instruction, you are doomed to repeat other mistakes and be thought less of. 

When your trainer takes the time to show you their errors, you don’t have to repeat them. Hopefully, you will not be greeted with the worst of all educational philosophies, “Because I said so.”

It is time to take your company to the 21st century. Write a procedures manual that includes every process in your business. This is one of the requirements for all major companies. Certifications that multinational companies must maintain to bid on government contracts require this manual. Start with this item and see where it takes you.

©Copyright 2025 by Charles Kensinger

How do you train?

June 29, 2025

Training is critical to job performance. It is one of those items that is taken into consideration with each new hire. Training is another cost for a new employee. If your company does not calculate this factor, it is still costing them money to train people for positions and functions.

The best way for most of us to learn is to be shown a task and then allowed to perform it until we are comfortable with it. The individual we are training sets such things as the number of repetitions needed, the amount of background knowledge required, and supervisory aspects. No two employees are ever the same, even if they are similar in some characteristics.

Over forty years in business in the office, out in the factory or shop, and everything from a line assembler to the operations manager, I have learned how to train and that many people are not naturally suited to train or be trained.

Three areas need to be looked at to ascertain that a company has adequate training.  Does corporate management provide training guidelines? Do they provide the man (or woman) hours and equipment to allow for excellent education of job functions? Does middle management oversee the process thoroughly? If any of the answers to any of these questions are no, an employee may be lost due to a lack of training.

In some cases, higher-ups assume that the training takes place at the lower levels.  That assumption is often incorrect. Top executives do not train; however, they need to guarantee that each level below them knows their responsibilities for advancement in the job performance of all under their authority. An office manager, branch manager, supervisor or foreperson should be held responsible for all those who are under them. 

Training takes time away from daily responsibilities for both the new employee and the trainer. Other associates need to accept the extra load for those involved in providing proper training. If equipment needs to be used to learn, it should be provided. Often, special training centers can be assembled to give ongoing refresher courses in newly introduced functions. When you want an employee to learn new software, you must give them the time with that program and a trainer to accomplish the task.

Now we are back to the managers and supervisors for the oversight of all functions. A cursory glance at production or other work is not enough to determine if everything is going as planned. Quality inspection of work is required.  Time and money are saved because these tasks are given proper emphasis.

One of the best tools I found at many of the companies I worked with was the procedures manual. This is a book of operations that are required for every employee to accomplish their assigned tasks. I’ve written and used these texts often. They are one more tool for training.

©Copyright 2025 by Charles Kensinger