{"id":1136,"date":"2024-03-05T10:37:23","date_gmt":"2024-03-05T09:37:23","guid":{"rendered":"https:\/\/global-metodi.com\/?p=1136"},"modified":"2024-03-05T10:37:23","modified_gmt":"2024-03-05T09:37:23","slug":"standardowe-szkolenia-odchodza-do-lamusa","status":"publish","type":"post","link":"https:\/\/global-metodi.com\/en\/2024\/03\/05\/standardowe-szkolenia-odchodza-do-lamusa\/","title":{"rendered":"STANDARD TRAINING IS BECOMING A LOSS?"},"content":{"rendered":"<p><span class=\"has-inline-color has-vivid-red-color\">-Good morning, I need to do motivation training because my company is failing. Please estimate the training for 3 hours, because we don&#039;t have time for more, we have to deal with current matters. And all senior and middle management employees will be there, because they have a problem with this.<\/p>\n<p>-Do you really believe that 3 hours of training on motivation will heal your company? <\/span><\/p>\n<p>Conducting training in a company itself does not always guarantee the desired results for several reasons:<\/p>\n<p>Firstly, often after a good diagnosis - sometimes after several conversations - it turns out that the cause of the problem for which the training is planned lies somewhere completely different.<\/p>\n<p><strong>Training alone simply won&#039;t do the trick.<\/strong><\/p>\n<p>The most common causes of irregularities may lie in:<\/p>\n<p>\u2013 incorrectly defined company organization, unclear company structure or its absence<br \/>\n\u2013 lack of basic procedures, rules of conduct: knowledge of who, what, when, and to whom, or their excess and too many<br \/>\n\u2013 lack of designated scope of duties, tasks and responsibilities<br \/>\n\u2013 unclear communication regarding the condition of the company, causing rumors and speculations (if you don&#039;t know, you&#039;ll find out)<br \/>\n\u2013 management style: too authoritarian, e.g. a boss who wants to know everything and is the only one who makes decisions, or on the contrary, the so-called lawlessness - that is, everyone does what they think is right<br \/>\n\u2013 incorrect communication: communication style, lack of feedback, lack of information exchange, mobbing or unequal treatment<br \/>\n\u2013 ineffective actions and decreased motivation and willingness to work<br \/>\n\u2013 lack of appropriate competences<br \/>\n\u2013 lack of commitment and conviction of employees in what they do (and here may be another enumeration of why this happens\u2026.)<\/p>\n<p>Therefore, the ideal solution before deciding to conduct training is to talk to export, a person from the outside who will look at the company&#039;s organization<span class=\"has-inline-color has-vivid-red-color\"> from a different perspective.<\/span><\/p>\n<p><span class=\"has-inline-color has-vivid-red-color\">Modern and effective methods of conducting training<\/span> they are a compilation of individual work, e.g. in the form of coaching or mentoring, interactive training in the form of a workshop, involving all participants, and individual sessions after the workshops, which aim to check to what extent the participant uses in practice what he learned during the training. If he doesn&#039;t use it, why, maybe he doesn&#039;t know how to start or implement it. This is what individual sessions are for.<\/p>","protected":false},"excerpt":{"rendered":"<p>-Dzie\u0144 dobry, musz\u0119 zrobi\u0107 szkolenie z motywacji, bo mi si\u0119 firma sypie. Niech mi pani wyceni na 3 godziny szkolenie, bo na wi\u0119cej nie mamy czasu, musimy obrabia\u0107 bie\u017c\u0105ce rzeczy. I b\u0119d\u0105 tam wszyscy pracownicy wy\u017cszej i \u015bredniej kadry, bo oni maj\u0105 z tym problem. -Pan na prawd\u0119 wierzy, \u017ce przez 3 godziny szkolenia o [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1137,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[84],"tags":[],"class_list":["post-1136","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"_links":{"self":[{"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/posts\/1136","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/comments?post=1136"}],"version-history":[{"count":1,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/posts\/1136\/revisions"}],"predecessor-version":[{"id":1138,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/posts\/1136\/revisions\/1138"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/media\/1137"}],"wp:attachment":[{"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/media?parent=1136"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/categories?post=1136"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/global-metodi.com\/en\/wp-json\/wp\/v2\/tags?post=1136"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}