Little bundle of joy, part 2

It has been pointed out by a couple of you that I promised a picture of the new hound so here it is, accompanied by a progress report so far…

How can it be that a woofer as obviously intelligent as the one we’ve got doesn’t know where to poo yet?

Let me explain what I mean. He’s nearly 9 weeks old and we’ve had him a couple of weeks. In that time he’s learned how to open doors, where his food is, how to ask us to play with him and that he has to sleep when it’s dark.

He’s also learned to bark at my wife and then run away before she can tell him off, that a little whine works wonders (in the same way that a little wine works wonders for me) and that it’s time to hide under the sofa if he’s caught chewing my trainers!

Why, then, has he not learned to poo on the pads provided?

I think it’s all about motivation.

He’s learned to open doors so he can get to where he wants to go and he can tell us when he’s hungry so he gets fed…

But, at the moment, there is no motivation (nor disincentive) for him to poo in the right place, so, pooing, as it were, is in the lap of the gods.

Of course, it isn’t helped by the fact that we can’t take him outside yet until he gets a final injection…

And now, the apology!

In my rather transparent desire to talk about our new woofer I have once again managed to swing his ongoing training round to the rather less messy world of training in Enterprise Britain… and I’m sorry about that.

But it’s true.

Training in business work best when the delegate understands why they are there, what they can expect to get out of the event and how it will benefit them in the long run.

I’ve said it before that, when you send your people on a course, you must meet with them before they go to help contextualise the purpose of the course. When they get back meet them again to find out how the programme went. More importantly find out what they are going to do with their new skills and how you are to measure them.

But here’s the really important bit: you must take time to understand the programme and what your team member is going to be doing differently. You must also recognise that performance will dip as new skills are bedded in and it is in this period that you can really make a difference.

If you support your person through the dip in performance the new skills will improve and performance will increase beyond where they are right now.

If you don’t do it, you’ve just wasted your investment in training and you’ll probably get poo on the carpet.

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