Training for Success

The most beneficial class I’ve taken thus far happens to be the Leadership and Teams in Organizations course here at OSU which focused on leadership development across multiple levels of a business and from all perspectives of stakeholders. The class focused on classical, modern, and evidence-based theories of leadership and resonated with me because of its interactive structure and applicable real-world examples. The materials and learning format were constructed in a way where students did not just read about effective leadership techniques, but rather we were able to actively apply those techniques within our team groups and current employment, then offer feedback on whether or not our attempts in implementing our learned leadership skills were successful and how to improve. Similar to the construct of developing employees, the course was specifically designed to develop students in phases beginning with the current assessment of our leadership skills, development within the course, and correction after real-life implementation (W6 Lecture 4 – Development).

On the contrary, one of the least beneficial training courses I’ve had to participate in was the mandatory workplace compliance training which covered topics such as sexual harassment, supervisor training, and workplace safety. I understand these conducted training courses offered through ADP are mainly offered for workplace compliance and liability reasons, but they are not effective in engaging individuals nor offer a way to measure a level of effectiveness post training (W6 Lecture 2 – Evaluating Training Effectiveness). If I had a recommendation to offer to my employer, I would propose the idea of implementing training seminars for all employees who require it, within a singular week where everyone can attend an in-person training session, rather than just go through the motions of an online training software.

Written By:

Michael Rubio