When to AVOID legal learning and training?

Avoid

Addressing inadequate legal performance … what is the best approach? Managers prefer sending their legal specialists to training hoping to close the inadequacy  gap. However, this could be a costly mistake. Yep, it may seems an easy and employee-friendly solution to the delicate problem of inadequate performance.

But I often struggle to convince managers that providing training might be the wrong medicine for the illness. Expect waste and frustration but do not expect a cure.

Why? Most performance problems have little to do with the employee’s inadequate skills or knowledge. According to Rummler and Brache 80% of performance problems relate to four factors in the work environment (see under); a poor 15% to 20% can be resolved through training and less than one percent relate to incapability of the person.

The four most important factors that determine performance are:

  1. Clear performance specifications
  2. Necessary resources and support
  3. Appropriate consequences
  4. Timely and relevant feedback

The message: If faced with inadequate performance, do not run to the training manager immediately. First check whether these four factors are in order. Only if these are in order, the problem might lie in inadequate knowledge or skill. And in such situation training could help solve the problem by increasing skill and knowledge.

Taking these four factors into consideration saves a lot of time wasted and money spent on misdirected legal training. In future blogs I will address each of the four factors and how they fit in today’s adaptive legal service organisation.

 

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