Follow Us

Law.com Subscribers SAVE 30%

Call 855-808-4530 or email GroupSales@alm.com to receive your discount on a new subscription.

Law Firm Marketing and Business Development

To Train or Not to Train: That Is the Question

How to determine whether a performance discrepancy is serious enough to warrant action, and how training solutions should then be explored.

X

Thank you for sharing!

Your article was successfully shared with the contacts you provided.

A practice group leader calls the head of the professional development department and says, “My practice group needs a team building workshop.” It would be easy to gather team-building materials, run off to the nearest fancy resort and conduct a half-day session in an effort to create a cohesive work group. Unfortunately, training as a solution is most likely a perceived need rather than a legitimate one. A legitimate training need is when a person or persons do not know how to perform a task, lack a skill or are missing knowledge. These are remedied by training. More often than not, the issue is not a training matter, but rather an outcome of poor management or lack of proper procedures.

Read These Next