Subject: why would you isolate the effects of training?
Playfully considering the words "isolating the effects of training,"
it occurs to me that there is an implied metaphor lurking underneath,
that of contagion containment. Like quarantining a flu outbreak to
isolate its reach.
What if we practitioners in T & D (or HRD or OD) did just the
opposite? What if we did not isolate the effects of training? What
if we looked to spread the effects of training? By design.
For example, if we found ways to help our salespeople to be more
effective, why wouldn't we think about applying our success to say
customer service? to operations? to R & D?
Just a thought.
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