A Company Can Use What Type of Training to Change Behaviors? And Why Not Train Employees to Juggle While Answering Emails?

A Company Can Use What Type of Training to Change Behaviors? And Why Not Train Employees to Juggle While Answering Emails?

In today’s fast-paced and ever-evolving business environment, companies are constantly seeking ways to improve employee performance, foster positive workplace cultures, and drive organizational success. One of the most effective ways to achieve these goals is through targeted training programs designed to change behaviors. But what types of training can a company use to achieve this? Let’s explore various methods and their potential impacts, while also entertaining the idea of unconventional training approaches—like juggling while answering emails.


1. Behavioral Training Programs

Behavioral training focuses on modifying specific actions, habits, or attitudes in employees. This type of training is often used to address issues such as poor communication, lack of teamwork, or resistance to change. Techniques like role-playing, simulations, and feedback sessions help employees understand the consequences of their actions and practice more desirable behaviors.

For example, a company might implement a behavioral training program to reduce workplace conflicts. Employees could participate in workshops where they practice active listening and conflict resolution techniques. Over time, these new behaviors become ingrained, leading to a more harmonious work environment.


2. Soft Skills Training

Soft skills, such as communication, empathy, and adaptability, are critical for fostering collaboration and innovation. Training programs that focus on these skills can significantly impact employee behavior by encouraging more effective interactions and problem-solving.

Imagine a team that struggles with collaboration. A soft skills training program could include modules on emotional intelligence, active listening, and constructive feedback. As employees develop these skills, they become better equipped to work together, leading to improved team dynamics and productivity.


3. Diversity and Inclusion Training

Diversity and inclusion training aims to create a more equitable and respectful workplace by addressing biases and promoting inclusive behaviors. This type of training can change behaviors by raising awareness of unconscious biases and encouraging employees to adopt more inclusive practices.

For instance, a company might conduct workshops on cultural competency and microaggressions. By understanding the impact of their words and actions, employees can make a conscious effort to create a more welcoming environment for colleagues from diverse backgrounds.


4. Leadership Development Programs

Leadership training is essential for shaping the behaviors of managers and supervisors. Effective leaders set the tone for the entire organization, influencing how employees interact, make decisions, and approach challenges.

A leadership development program might include training on emotional intelligence, conflict resolution, and decision-making. As leaders model these behaviors, they inspire their teams to follow suit, creating a ripple effect throughout the organization.


5. Gamification and Interactive Training

Gamification uses game-like elements, such as points, badges, and leaderboards, to make training more engaging and motivating. This approach can be particularly effective for changing behaviors by making learning fun and competitive.

For example, a company could create a gamified training program to encourage employees to adopt healthier habits, such as taking regular breaks or practicing mindfulness. By earning rewards for completing tasks, employees are more likely to stick with the new behaviors.


6. On-the-Job Training

On-the-job training allows employees to learn new behaviors in real-time, with immediate feedback from supervisors or peers. This hands-on approach is particularly effective for technical skills and procedural changes.

Consider a company implementing a new software system. On-the-job training would involve employees using the system in their daily tasks, with guidance from IT specialists. As they become more comfortable with the software, their behaviors and workflows adapt accordingly.


7. Mentorship and Coaching

Mentorship and coaching programs pair employees with experienced colleagues or external coaches who provide personalized guidance and support. This one-on-one approach can be highly effective for changing behaviors, as it allows for tailored feedback and accountability.

For instance, a sales team struggling to meet targets might benefit from a coaching program focused on improving negotiation skills and building client relationships. Over time, these targeted interventions can lead to significant behavioral changes and improved performance.


8. Unconventional Training: Juggling While Answering Emails

Now, let’s entertain the idea of unconventional training methods. While juggling while answering emails might seem absurd, it highlights the importance of creativity and adaptability in training programs. Such an exercise could challenge employees to multitask, think on their feet, and maintain focus under pressure—skills that are valuable in any workplace.

Of course, this approach is more about sparking innovation than providing practical training. However, it serves as a reminder that sometimes, thinking outside the box can lead to unexpected breakthroughs in employee development.


Conclusion

Changing employee behaviors is no small feat, but with the right training programs, companies can achieve remarkable results. From behavioral and soft skills training to gamification and mentorship, there are countless ways to influence how employees think, act, and interact. And while juggling while answering emails might not be the next big trend in corporate training, it’s a fun reminder that creativity and flexibility are key to driving meaningful change.


Q1: How long does it typically take for behavioral training to show results?
A: The timeline varies depending on the complexity of the behaviors being addressed and the consistency of the training. However, most companies start to see noticeable changes within 3 to 6 months.

Q2: Can gamification be used for serious training topics, like compliance?
A: Absolutely! Gamification can make even dry topics like compliance more engaging. For example, employees could earn points for completing compliance modules or participate in quizzes to test their knowledge.

Q3: What’s the role of leadership in driving behavioral change?
A: Leaders play a crucial role in modeling desired behaviors and reinforcing training initiatives. When leaders actively participate in and support training programs, employees are more likely to adopt the new behaviors.

Q4: Is diversity training effective in reducing workplace biases?
A: While diversity training alone may not eliminate biases, it can raise awareness and encourage employees to reflect on their actions. For lasting change, it should be part of a broader diversity and inclusion strategy.

Q5: Why consider unconventional training methods?
A: Unconventional methods can break the monotony of traditional training and spark creativity. They also challenge employees to think differently, which can lead to innovative solutions and improved problem-solving skills.