Why corporate training doesn’t work Beyond trust falls and Meyers-Briggs


I remember distinctly: trying the very practise.

“I have a theory about why you’re feeling that way!” It was a total fail. At the end of the training, they announced an arbitrary new strategy. Everything we’d just learned about — status, certainty, autonomy (we had zero), relatedness (how did our work relate to each other?) and fairness (when senior director challenged, got visibly exasperated.)

What struck me was how wasteful it all was.

It’s actually common. Engagement often goes *down* after training. “People become aware of how work does *not* work.”






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