In many years of training practice, we found that training can play three roles: First, change ideas. In fact, it is also through training that their mentality and way of thinking are changed. If the way of thinking does not change, it is useless to give it methods. Therefore, a good leader first leads the team with his own thinking, not the method. The second is to achieve knowledge. The implementation of any new management mode in an enterprise is a kind of change, including enterprise merger or transformation, internal organization adjustment, unification and dissemination of new cultural concepts, change of management mechanism, response to changes and challenges, facing crisis and reorganization, promotion of business objectives, and shaping of team spirit. These require specially designed training platforms to achieve effective communication and knowledge. A team without * * * knowledge must be a chaotic team without fighting capacity. The third is to create performance and value, which is actually the ultimate goal of training. If we can realize these points, we will not regard training as a simple expenditure, but as an investment necessary to achieve our goals. Therefore, when considering the purpose of training, it is necessary to make clear the stage of the enterprise, the competitive environment, the quality structure and management basis of personnel and the goals to be achieved. Making choices with a systematic vision and way of thinking will reduce some confusion and troubles. How can rabbits learn to swim? Mother rabbit wants her children to learn more skills to cope with future competition. So let the rabbit learn to swim from the fish teacher. It took a long time to learn swimming, but the little rabbit found that he couldn't swim as fast as a fish. Although this is a fantasy, in fact, so is training. Everyone has his own ability, specialty and career direction. If you choose and use unsuitable people to do jobs that he is not suitable for, you will only get twice the result with half the effort if you want to improve your skills and improve your performance through training. Welch once said: The task of managers is not to make bad people better, but to make better people better. In other words, if training wants to create performance, it is not to train those who are not suitable, but to find and select people who meet the quality model, stimulate and mobilize their willingness to learn, and make them create high performance through training. In some enterprises, we often see that bosses are full of expectations and provide employees with various training opportunities, but they can't see good results because they don't teach students in accordance with their aptitude. So, how to design and implement the training plan? The author suggests that the following points should be considered comprehensively in course design, lecturer selection, scheme determination and training implementation: ☆ When designing courses, we must consider how to implement and transform, regardless of industry background, competitive environment, current goals and development stages, human resources characteristics and management basis of enterprises. ☆ Choose cases that are in line with the actual situation of the enterprise, analyze the problems existing in the enterprise, strengthen the discussion on the process, and find ideas and methods to solve the problems through discussion. ☆ Create performance through training. The so-called "training" has two meanings: first, the implementation of course training, the focus is on how to put what you have learned into practical action, so that the training can produce actual performance; Second, the exercise in the training process, rather than simply teaching, emphasizes learning to use it in training to avoid being excited and feeling a lot when listening, and not knowing how to do it when using it. We can learn from the story of tits how the training of tits and robins has a lasting effect, or, as Welch said, "into action and ability." At the beginning of the 20th century, there was a milk distribution system in the English countryside, which delivered milk bottles without lids to customers' doors, so that tits and robins could enjoy them easily. Because the manufacturer installed aluminum packaging, this food passage was closed. By the 1950s, almost all tits had learned to pierce aluminum packaging and reopen the door of food. But robins seldom learn. Because tits are used to group action since childhood, and robins are exclusive birds, and there is not much communication and interaction between them. By learning from each other and helping each other, the collective tits transform the ability of individual birds into the ability of groups through conduction, forming the effect of accelerating learning and giving them more living space and evolutionary opportunities. The evolution of tits is the result of mutual sharing and learning among groups, as well as the result of continuous training and transformation. Tits can be called "Learning Birds Team". No training institution dares to say that after a training, it solves all the problems in the enterprise like a panacea. Because any training must be transformed through effective actions, and this transformation requires an "internalized" system within the enterprise, that is, the training and growth system, which promotes the exchange and sharing of experiences and gains, and integrates them into the process, so that the trainees' behaviors can influence and change each other, thus promoting the improvement of performance through behavior changes. Otherwise, there may be a result of "asking for more happiness". An effective training system includes four parts: training demand analysis, training implementation, effect evaluation, training transformation and management. Only by grasping the whole process of training according to the training system can the training results be effectively transformed into team ability and create sustainable growth performance for enterprises.