“Hey Rocky, watch me pull a rabbit out of my hat!” said Bullwinkle the trainer

 Mar 12, 2014

Some of you may remember the Rocky and Bullwinkle Show, and how the moose keeps trying to draw a rabbit out of his hat but fails; drawing out a lion or a rhino instead. Watch it here if you want a quick laugh! Over the many years that I have been a professional development trainer, be it in-house, corporate, or as consultant trainer, I have been mystified by the magician status accorded to trainers. I speak of the fact that training is seen by some as the magic bullet that resolves all things unpleasant in the workplace such as poor attitude and poor performance. Some organisations have the blind optimism of Bullwinkle whereas, as seasoned trainers, we can often end up sceptical like Rocky…”Again? That trick never works!” In case it appears that I am speaking myself out of a job, may I say that for the vast majority, training is undertaken for the right reasons, namely to enhance or teach new skills, increase knowledge and bring about change. As a result, career prospects are improved, performance and confidence are improved, and the organisation enjoys a more productive and motivated workforce. So what am I on about? Training can never be a substitute for good management. Trainers are not given wands that can magically make a happy workforce when the problems lie within the manager’s domain. Take this example of poor performance. Imagine a subordinate named Alex, who was always on time with deadlines, and his quality of work was of a high standard. Suddenly, this is no longer the case and the manager organises training – possibly time management – to “fix” the problem. The manager should surely ascertain the cause(s) in the changed behaviour first – i.e. manage their subordinate. This involves acknowledging that there is a gap in performance, conversing with Alex to find out what has changed and why, and then deciding on a course of action. Alex may have been diagnosed with a serious illness, or may be having personal problems, or may have an increased workload due to resignations in the department. No amount of training is going to fix Alex’s problem because the solutions lie with the manager and Alex. In the end, Bullwinkle says: “No doubt about it, I’ve gotta get myself a new hat!” And sometimes, that’s what is needed. Trainers are allies, who are happy to discuss issues and support managers in identifying an appropriate course of action (training or otherwise) for their subordinates. In the end, however, sometimes the solution rests with the manager upgrading their skills, and maybe then the rabbit will appear, and they might just be a magician!

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About the Author:

Fee Hosking  

With over 24 years experience as a trainer, Fee is one of our most senior Professional Development trainers at New Horizons Sydney. With a professional background as a management consultant in the South African manufacturing industry, Fee brings credibility, experience and authenticity to all of the subjects that she trains. She has the ability to engage professionals from the junior to the senior level. Bringing great energy to the classroom, Fee ensures that the learning experience for all who attend is an enjoyable one, which in turn makes it a truly impactful one.

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