So here's how "bottom-up" training is used by these three groups. In the lower level 20%, this type of training will have little effect. Yes, we might get a small percentage to make a change, but usually it's very few
people, and very little change at best.
As far as the 20% at the top is concerned, these people are self-motivated, they're out to succeed anyway, so many executives often figure this group doesn't need training ... but that's a big mistake, First, by making a training system available, these people will learn and improve quicker. In addition, by having a systematic bottom-up education and training program in place, companies will attract more of this type of person to their operation. This is an extremely important distinction and one that should not be minimized.
So that leaves us with the middle sixty percent, and that's where the major benefit of bottom-up training becomes most apparent. These are the people that need a training system the most because (1) they are the ones who actually determine our success or failure and (2) if left to their own devices there's no way to know how many will move to the top level and how many will fall to the bottom level. But with a program in place we can maximize the number who move to the top while minimizing the number who fall into the bottom level.
One more point, ... in order to be truly successful, companies need to develop both a "bottom-up" and a "top-down" strategy. To think you can effectively compete in today's marketplace with only one or the other is
naive at best. As far a training goes, no program, no matter how aligned or perfectly positioned it may be, can succeed without the support and backing of people at the top. The exciting news today though, is because of the new technology that's available, we can actually implement training concepts from the bottom-up ... of course, as long as the buy-in and support is present at the top.
people, and very little change at best.
As far as the 20% at the top is concerned, these people are self-motivated, they're out to succeed anyway, so many executives often figure this group doesn't need training ... but that's a big mistake, First, by making a training system available, these people will learn and improve quicker. In addition, by having a systematic bottom-up education and training program in place, companies will attract more of this type of person to their operation. This is an extremely important distinction and one that should not be minimized.
So that leaves us with the middle sixty percent, and that's where the major benefit of bottom-up training becomes most apparent. These are the people that need a training system the most because (1) they are the ones who actually determine our success or failure and (2) if left to their own devices there's no way to know how many will move to the top level and how many will fall to the bottom level. But with a program in place we can maximize the number who move to the top while minimizing the number who fall into the bottom level.
One more point, ... in order to be truly successful, companies need to develop both a "bottom-up" and a "top-down" strategy. To think you can effectively compete in today's marketplace with only one or the other is
naive at best. As far a training goes, no program, no matter how aligned or perfectly positioned it may be, can succeed without the support and backing of people at the top. The exciting news today though, is because of the new technology that's available, we can actually implement training concepts from the bottom-up ... of course, as long as the buy-in and support is present at the top.
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