According to this, 90% of corporate training efforts fail.
So, the training problem is a symptom of a leadership problem like corralled rebellion and fad-surfing.
Too often CEOs turn to HR to create a training program when faced with a problem. The CEO avoids opening a Pandora’s box of larger organizational flaws, and HR is happy to comply because it puts the function more at the center of things and avoids a risky conversation with the CEO about why training might not solve the problem.
“It is threatening, which is why most people don’t want to go through what we call an honest collective and public conversation about what’s really going on here,” Beer says. “So training becomes an easy way to try to fix the problem, even though it doesn’t fix it.”
I discussed leadership abdication and corralled rebellion here:
See also this post on Clausewitz, will, and moral courage
Dig a little bit and you can see the denial hiding behind the radicalism. Executives realized that their company needed to change. They sense that real change, fundamental change, is hard. So they opted for something softer. They would do something that appeared radical, but they would fence it off from the rest of the company. Or they would make dramatic changes but only in superficial matters like desk arrangement.
In short, they would corral the rebellion while they talked of revolution. That way, they never had to change much of anything that really mattered. All the while they could reassure each other that they were bold, and innovative, and cutting edge.
Back in the last Ice Age I wrote about an education system that actually works: