Ongoing training - is it worth it?
Training for me means a couple of things: it means competence and it means engagement.
Competence in some jobs is clearly more critical than in others. To take it to extremes, from an airline pilot and a surgeon we would expect nothing less than the highest level of competence. From a footballer we would hope for competence and skill (especially if they were part of our team!). However, no-one is likely to die if they have an off day.
There are also different levels of skill and competence. Sometimes a basic level is all that’s needed to perform a task well. At other times a basic level gets someone a start, but the skill and competence has to increase over time if they are to progress.
As an example, passing the standard driving test means you’re judged fit (safe) to continue learning unsupervised. It doesn’t mean you know everything there is to know - insurance premiums for new, young drivers demonstrate this hard fact. The people who set these premiums do the numbers and know certain things to be true. Young, inexperienced drivers will be involved in more accidents. Not probably, but definitely.
The fact is insurance is all about the management of risk. Huge premiums for young drivers will influence behaviours. Not in all, but in some, and that’s one of the balancing considerations. In this instance lives and property are at risk. The skill, competence and behaviours of the driver matter and to some degree can be influenced.
So what about situations where life isn’t in danger such as my imaginary footballer?
Here something else is at risk: the performance of the team, which ultimately means the future well-being of the club
Looked at simply, if you have talented individuals who can also work well together as a team, you’re likely to get good results.
But what about moving from being OK, to being good, then to being really good, and on to being excellent?
OK may get you a start, but what are the driving forces that motivate people to want to be better than OK? The critical one, is the identification of difference.
For example what Jenson Button achieves as a professional driver is different to what a boy racer will achieve. What David Beckham achieves as a free-kick taker, is quite literally leagues apart from what a Sunday league player could achieve.
The difference is competence and skill, which has its root in effort, practice, and training.
There are a lot of factors at work: will effort, practice, and training convert everyone into David Beckhams? The last World Cup would suggest not.
But will effort, practice, and training make people better tomorrow than today? Very probably.
I think there is yet another factor and that’s how much it really matters to the individual to be better tomorrow. And that’s to do with personal engagement.
Put simply, people will put more effort into something that promises them a reward they want. Of course, in reality it’s much more complicated. If you’re tone deaf and can’t sing a note, you’re unlikely to become an opera singer. However much you want to.
So - ongoing training. Does it really make a difference and is it worth it?
If someone can see a positive end result to applying more effort to training and development, then yes, ongoing training will make people more skilled and competent. In turn that will increase motivation and engagement.
Are those things worth it? Every day of the week I would argue yes they are, because they build in choice, adaptability, and flexibility.
In pure economic terms there’s a simple phrase that I’ve applied many times in business:
“If you think competence costs, try the alternative”.Ongoing training – does it really make a difference, and is it worth it?
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