Address the misconceptions in the given assertions:
1) Training is not valuable. It doesn't teach information that help managers drive the business. It is an expense - not an investment.
2) Anyone can be a trainer. Give me some PowerPoints and I'm ready to go. Anyone can get up there and talk for an hour or two.
3) Training is boring and not timely. Most of it is a lot of fluff. But the bagels and donuts are good.
4) Training is the responsibility of trainers or HR.
5) If I have a problem with my employees, I will just call training and they will run a class to 'fix them.' After my people attend the training class, everything will be better.
Additional Question: Using a change management strategy, how would you implement a succession planning training program in a company with a corporate culture that does not value training and development. Imagine that this is being delivered to an executive in your organization and you are giving me an overview of the program and your implementation strategy.