Since the early 1990s, I have presented numerous training presentations covering anti-harassment, conflict resolution, documentation, trust building, teamwork, accountability, performance management, discipline and discharge, DE&I and other topics related to leadership, culture, and HR.
The kinds of training listed above are in what’s often labeled “soft skills,” although there’s plenty of evidence that when organizational leaders improve such soft skills, positive hard results follow.
Over the years, I’ve become aware that this training has limited impact when it’s not combined with coaching. Even when people leave the training room motivated to practice what was taught, results tend to be disappointing. Why?
