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By early 1995 I had been involved in the HR and
change management consulting and corporate training for
over seven years and had conducted hundreds of management
skills training programs. Although positive feedback and
the repeat work reinforced that the work was really appreciated,
I was becoming increasingly dissatisfied with end results.
After every training program when I sat down to evaluate
the impact of training, besides having a bunch of evaluation
letters filled up by the program participants rating the
program from very good to excellent, I never was fully satisfied.
Despite of having the best of the professional training
by the best professionals and top institutions in the world,
and having worked with top international professionals,
I always questioned the contributions and the impact of
training on the "real" bottom-line, i.e. a sustained
behavioral change and its impact on the organizational performance.
I shared my concerns with many professional colleagues in
USA and UK, but alas, did not find any answer, besides "you
are doing great, Faiez, that's how it was supposed to be." |
