tag:blogger.com,1999:blog-10660771.post715796239786898082..comments2023-05-18T05:31:23.428-04:00Comments on bozarthzone: How the Snake Got Its OilJane Bozarthhttp://www.blogger.com/profile/09179488095482056918noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-10660771.post-53151544472332889112010-05-10T20:22:22.949-04:002010-05-10T20:22:22.949-04:00Of course! And thanks! jbOf course! And thanks! jbJane Bozarthhttps://www.blogger.com/profile/09179488095482056918noreply@blogger.comtag:blogger.com,1999:blog-10660771.post-21092667434717018152010-05-09T23:21:58.442-04:002010-05-09T23:21:58.442-04:00Jane, I'm drafting the next version of Working...Jane, I'm drafting the next version of Working Smarter. May I reproduce this post. Of course, I'll name you as the source.<br /><br />jayjayhttps://www.blogger.com/profile/16271633210993298646noreply@blogger.comtag:blogger.com,1999:blog-10660771.post-57228622614592422042010-03-18T04:23:03.996-04:002010-03-18T04:23:03.996-04:00Amiable post and this mail helped me alot in my co...Amiable post and this mail helped me alot in my college assignement. Thank you for your information.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-10660771.post-91681002602560641342010-03-03T14:37:36.339-05:002010-03-03T14:37:36.339-05:00What he said.
One of the reasons I'm so suspi...What he said.<br /><br />One of the reasons I'm so suspicious of all the 80% figures and similar is that 80% of my work (do you see what I did there?) is 'training' but commissioned by somebody other than the HR department.<br /><br />Always, but *always*, I ask to see the HR department or the Learning and Development Director at the scoping stage, for professional courtesy if nothing else.<br /><br />And, 9 - er, sorry 8 - times out of 10 this request is deflected. The money comes from marketing, or business development or the classic 'slippage' fund. Hey presto! The L & D programme becomes a skunk works.<br /><br />Organisations are left with a difficult choice - let 'learning' be owned by the gatekeepers in HR and Training or owned by the vendors. At least you can get rid of the vendors when they stop giving you free gifts.BunchberryFernhttps://www.blogger.com/profile/15052412244423677714noreply@blogger.comtag:blogger.com,1999:blog-10660771.post-68307532429386116922010-03-01T20:09:44.072-05:002010-03-01T20:09:44.072-05:00Maybe it's because most of my professional lif...Maybe it's because most of my professional life has involved doing "training" work outside of the traditional "training department" -- but I'm not at all sure this is a bad thing.<br /><br />Almost every interaction that I have with people in the HR chain ends badly. They don't like me, I don't like them. They're focused on endless procedures, processes and measurements that they've used for years. I'm focused on the business drivers of the problem at hand -- and I'm not very fussy about exactly what steps I follow as long as I can provide success metrics that match what was asked for.<br /><br />I'm also not very interested in people with an OD or HR background giving me endless "feedback" on the training I've developed, what system I used, or which tool(s) I employed to get there. They often criticize me for providing materials that are minimal, don't have lots of "Instructor Notes", and assume that if you're teaching this you have basic skills.<br /><br />Sometimes the reason that people buy Snake Oil is that they don't want to be talked down to by Experts, and (as training developers) I think a lot of us want to talk more about the process than what the client needs.<br /><br />Judge me by my results. And if I'm not talking about your pain points, your business drivers, and a clear assessment plan -- you'd probably be better off ordering a large barrel of Snake Oil.Dick Carlsonhttp://www.techherding.comnoreply@blogger.com