Have you ever tried training someone and felt like you were getting nowhere?
This was one of my early HR lessons: We can’t assume everyone wants to learn and develop their skills.
In some workplaces and some roles, you will find people who just want to get on with the job they were employed to do. They may even see training as an added imposition from the employer, rather than an opportunity to grow their skill set.
Sometimes, they will be learning in another area of life, perhaps a hobby, that is more fulfilling to them. Work is just the means to earn the money to fund what really matters. For them, work is not a way to grow. Work provides for their basic needs so they can grow in other areas.
If you value life-long learning it can be a challenge to see this perspective. Even more challenging if you are the manager of someone with this attitude – especially if you’ve hired a person for their cultural fit, confident that through training they will acquire the skills they need.
How does it happen?
Part of the difficulty is that this lack of motivation to learn is not always apparent or articulated. Imagine the salesperson who is not meeting budget but continues to believe they are doing all they can to bring in the business. When their manager suggests making changes, the salesperson pushes back, blaming the market, lack of support and other causes rather than reflecting on what they could learn that would improve their performance.
The salesperson above is likely to be quite self-accepting, feeling good about themselves. This is how we want a salesperson to be. On the other hand, the self-acceptance needs to be balanced with a recognition that they can still improve but developing further. If the desire to become better at what they do is absent, the result is a tendency to respond defensively to constructive feedback.
Have you tried to manage someone like this?
Would it be useful for you to know why they act in this way?
We can help you find out – even before you hire someone – and prevent the frustration you feel. Contact us for more information.
"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things."
Sam Refshauge - CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
Benoit Ribe - HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet