Alright, I won’t lie to you. When I was a kid, I didn’t dream of writing content for a company that builds training software for customer service and sales teams. What did I want to do, you ask? Be Dora. Yeah, as in the Explorer.
I think this is true for a lot of us. Maybe you didn’t want to be Dora specifically, but likely your life, career, and situation look completely different now than what you imagined when you were younger. And I’m learning that’s a really good thing. I think it means we’re adaptable. It means we’re willing to take risks, change our plans, and become experts at taking the next right step, even when the next right step wasn’t in the original five, ten, or twenty-year plan.
I’ve been working at Lessonly for about eight months, and I’m completely convinced of this: different types of training enable people to be exceptional at whatever they end up doing. When training is applied strategically, it’s not a hassle or inconvenience because it helps people excel at whatever they’re trying to do—whether that’s becoming Dora or becoming something else. Why training is needed for employee personal and professional growth is so clear to me now.
Life is simply too short to leave potential on the table and settle for being mediocre at our jobs.
Look for Opportunity
The subtitle for this chapter is, “Challenges are inevitable, but the way we respond to them is a choice.” In many ways, the purpose of training, is to enable people to knowledgeably respond to the challenges their jobs will undoubtedly present with efficiency and grace. But, there are two different kinds of mindsets that people operate out of:
- A threat mindset, where everything that doesn’t turn out how you thought it would is automatically bad.
- An opportunity mindset, where everything that doesn’t turn out how you thought it would is suddenly an open door for something else.
Training needs to enable employees with all of the tools, resources, and information necessary to do their jobs well. To feel safe enough to approach their jobs with an opportunity mindset rather than a threat mindset. And it all starts with recognizing everyone’s need of training and development and then choosing the types of training and development that’ll empower them to do their best work.
Share Before You’re Ready
This might be my favorite chapter in all of Do Better Work. When people share before they’re ready, what’s needed matches what gets done because everyone is on the same page. That’s the recipe for a thriving, productive, happy team. Great communication and even better leaders put teams on the same page and stay aligned.
Leadership is a beast of a topic, but in this chapter, Max makes it simple. He highlights how too often we assume leaders know the answers. They just know them, that’s why they’re leading, right? Max argues that leaders learn the answer though. And they do so by asking questions, training, practicing, and honing their skills daily. They become experts at their craft. They’re never satisfied with what they know, and they’re eager to reap all of the benefits of training and development in an organization.
Why does this matter?
What is training good for if it doesn’t actually help teams Do Better Work? The answer is nothing. Thankfully, thoughtfully designed training that incorporates best practices, feedback, and interactivity to engage learners really does help employees do their very best work and meet their training objectives. Examples of training that encourages teams to look for opportunities and share before they’re ready flood our inboxes daily. And for that, we’re grateful.
So, regardless of what you decide to do or how your life or career is looking these days, remember this—training is a worthwhile investment. The skills you’ll collect everyday and the opportunity to lead and influence others makes the Better Work you’re doing contagious.
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