Post by account_disabled on Mar 11, 2024 4:19:29 GMT
Show the failure to end up not being what he could have been. a person that he is not capable enough at this moment and needs to learn. Yes. Ask him a provocative question what would you do in this situation the first answer may be emotional but if you think carefully about what is provided based on the training you can create value in this training then he will still take advantage of him Established opportunities for development are needed. Even now we are often faced with situations where I already know it all and why should I be trained. We also plan to abandon learning for the sake of learning and shift to learning at the right time to develop the required skills.
For example, what we are doing now is that we have Colombia Mobile Number List made mandatory training for onboarding companies and for certain categories of people we have defined a format and a course that they have to complete. Someone from another system said that he already knew this, so why bother teaching him this. OK We're leaving this guy. It would be great if he knows this then let him show results If a person really shows excellent business results then he doesn't need training. It's better to give him something he's interested in and necessary to develop his declining skills. Do we need to involve the managers of these people or work directly with these people I wouldn't rule out both channels of communication.
With the blank one above, wouldn't it get worse? This is exactly what we need. The manager is responsible for the level of knowledge and ability of the people performing the work faced by the team. For example I as a manager are either interested in this or not. If I find a person who should not be trained in editing because he is a professional I will use him as a mentor to others. It would be more valuable to me to have him learn something else and now he'll be telling it to other people. Shasha, do you.
For example, what we are doing now is that we have Colombia Mobile Number List made mandatory training for onboarding companies and for certain categories of people we have defined a format and a course that they have to complete. Someone from another system said that he already knew this, so why bother teaching him this. OK We're leaving this guy. It would be great if he knows this then let him show results If a person really shows excellent business results then he doesn't need training. It's better to give him something he's interested in and necessary to develop his declining skills. Do we need to involve the managers of these people or work directly with these people I wouldn't rule out both channels of communication.
With the blank one above, wouldn't it get worse? This is exactly what we need. The manager is responsible for the level of knowledge and ability of the people performing the work faced by the team. For example I as a manager are either interested in this or not. If I find a person who should not be trained in editing because he is a professional I will use him as a mentor to others. It would be more valuable to me to have him learn something else and now he'll be telling it to other people. Shasha, do you.