1, training "uselessness"

"The development of the enterprise can not be completed by training, and the final implementation is the enterprise itself." They also believe that the best teachers in enterprises are the market and society, and the problem solved by training is that everyone spends an unforgettable memory in a burst of laughter and crying. Besides, it is of little significance to practical work.

How to avoid:

"Useless theory" hurts some business owners who put all their expectations on training. The highest expectation is always that training is a kiss from the princess. Suddenly, the frog realizes the mutation of "quality" and becomes a prince.

However, the learning spirit of industrial workers in Germany and even Japan, like Rome, was not built in a day.

Training needs more continuous implementation and improvement. Without these, "training" can only stay at the level of "memory" and has no practical value.

2. Training "the highest theory"

"Choosing training is just like the China Revolution choosing Whampoa Military Academy. Whether the China Revolution created Huangpu or Huangpu created the China Revolution, there is no doubt that Huangpu Military Academy is a particularly crucial link in promoting the China Revolution. " They think that China people are smart because China people can always "stand on the shoulders of giants", and they are the best imitators. At this time, they brought the imitation instinct of animals to the extreme. Training, for them, is the ladder and "shortcut" of development.

How to avoid:

The "supremacy" of training affirms the guiding and exemplary significance of training, which is based on a high degree of execution and certain experience, and is suitable for middle and senior managers of enterprises to receive advanced management knowledge, while ignoring the consolidation of "foundation" by grassroots employees.

Too much training tends to go to the other extreme. Employees lack innovation, place their hopes on training in everything, and even form dependence, which leads to a vicious circle of thinking, a logical dead end and drowning their own values.

3. Cultivate "formalism"

"Training is just a form. It is a big mistake to let training replace the mistakes made by employees in the future. From the results, it is the best example that employees still make the same mistakes after training. " Even some trainers think so. From the perspective of these people, training is just a form for employees to enter the enterprise. As for how much effect it plays, it remains to be discovered.

How to avoid:

Training "formalism" is based on the same process training. They don't pay attention to the actual effect of the training itself, and they will also ignore the following work practice. For work, it is the paralysis and solidification of management thinking.

Rebuilding mentality and creating a good working environment will be the training and guidance that such people urgently need.

4, training "game theory"

"Training needs passion first, passion second and passion third!" They think that the instructor's agitation is the soul of the whole training, just like Hitler's significance to Germany during World War II. Next, enterprises will encounter a difficult problem. "Soul" is gone, what about our employees? After all, enterprises spend money not to arouse employees to feel thrilling "excitement", but to play a practical role.

How to avoid:

Training "game theory" mobilized the participation and interaction on the spot to the maximum extent, twisted all energy and emotions into a rope, and created the climax of classroom activities. The advantage is impromptu interaction, which can achieve the maximum effect in the shortest time. However, the entertainment of training will affect the value of training itself, often leading to the knowledge of training and the entertainment of "training games", which will lead to misleading and deviation.

Training "game theory" is the singularity of training, not the positive, but the auxiliary, not the main. Therefore, business owners and trainers must realize this in training.

5, training "authoritative theory"

"Training must be authoritative to be effective. Either don't spend money or spend a lot of money. " Only "authority" theory is a typical superstitious celebrity. Paying too much attention to one point often ignores one's own demand base. This is what we often see. Celebrities may not play a promising role. On the contrary, enterprises suffer huge losses because of high expenses, which has become a typical asymmetric phenomenon between expectation and utility.

How to avoid:

Only "authority" theory, based on experience and expectation, ignores the current situation and needs of the team, is divorced from reality, and often fails to achieve the expected results. Theoretically, the best trainer in a team is the best performer in the team, but in practice, more factors should be considered. The quality of the trainer and the business skills at work can't completely coincide.

Therefore, when choosing employee training, we must know what level of training employees need at present.

6, training "dogmatism"

"What the trainer said feels like memorizing a textbook. It is better to read a book by yourself. " This kind of training is aimed at trainers, and part of it is also an employee problem, which reflects the phenomenon that the knowledge level of employees and trainers is "upside down". For employees, trainers are far from meeting their requirements, and the training knowledge and skills are too old and lack of innovation to meet the change of the status quo.

How to avoid:

In the increasingly developed modern times, training should not ignore the knowledge composition of employees, but focus on trainers, which puts higher demands on trainers. Training is the result of cooperation between trainees and trainers.

7. Cultivate "empiricism"

"Experience can't be ignored and irreplaceable." Therefore, as mentioned above, the best trainer is the best employee in the business, which is typical empiricism.

How to avoid:

Training "empiricism" is based on a mechanism similar to synchronization. Educated people and professors experience the same situation at the same starting line, which makes the training platform and platform have the same language, easier to be taught and faster to improve. But the disadvantage is that it is suitable for the training of grassroots employees. What senior managers need is not the reference of empirical practice, but the inspiration of higher theory.