I have been apart of multiple training initiatives within my career. This is partly due to my eagerness to learn and become a better leader within my field. I enjoy the trainings that are established in order to better serve me within my career. With that said, the most effective trainings I have been apart of have been ones that align with the assessment and direction phase of development where human resource representatives offer training for succession planning an individual one on one sessions in order to give you a clear path to your career.
The reason these trainings are so effective in my opinion is because it draws a clear outline for what to expect, and is productive through and through. There is a clear objective of what we’re going to discuss, and is typically conveyed through a well thought out and organized presentation. This makes it easy to follow along with, and comprehend the material being taught. After leaving these trainings I’ve felt more insight into what my career path has in store, and the opportunities available within my position.
The trainings I’ve been apart of that are not effective are ones that are disorganized, and are put on by dysfunctional managers who feel their way of doing things is the best way even though it’s extremely ineffective. These types of trainings are set out to introduce certain concepts to help individuals better their skillset within the workplace. However, I’ve found when a dysfunctional manager is setting the standard for what is okay and what isn’t, the training becomes ineffective where I’m questioning the decision making and judgement of the presenter. This causes me to disengage and feel I wasted my time.
Overall the most effective interviews are those that aim to produce an outcome that benefits the individual in a way that is easily comprehendible and presented by a well respected manager.
References:
Ciere, M. (2026, May). Week 6 Learning Materials.