Question:
Good comments and observations about the different training models and systems. Your post made me think of a very common issue in a lot of larger organizations. It is often hard to maintain good communication practices in larger organizations; however, does this give the managers or company an excuse to limit the flow of communication? How can we as leaders change this practice? Reorganizations are not always the most smooth or issue-free actions within an organization. The "little people" are just as important or more than those in higher senior leadership positions because they are the ones in touch with how the actual organization is doing in the perspective of the customer. How can we ensure that leadership recognizes this and institutes change for improving communication to all levels, which most certainly would include training? One of the ways that we can do this is not be afraid to express our views with higher leadership when done in a constructive and professional manner. Remember employment laws! Do any of you have experiences to share where you took ideas to leadership that were implemented? If so, how did you go about doing it? Please share.
Blanchard, P. N., & Thacker, J. W. (2013). Effective Training (5th ed.). Retrieved from The University of Phoenix eBook Collection database.