Tag: training

Sharpening the saw

Just like the analogy of “sharpening the saw,” you need to take time to sharpen your body and mind. Take the time to prepare for the future. When you a sharpening the blade of a saw, you may feel unproductive because you’re not actually “using” the saw to cut something down. But, in reality, you’re being extremely productive. Because of you being proactive in sharpening the saw, it ensures that when you do go to use it, it will be more efficient and cut more effectively with less energy being expended.

This is why it is important to work on “sharpening” your body and your mind. Eating healthy foods, working out, and stretching (which I enjoy the least, but need the most) are a few ways to sharpen your body. Reading, writing, drawing, painting, doing puzzles, building things, and meditating are ways you can sharpen your mind.

By working on yourself today, reducing your weaknesses or improving your strengths, you prepare yourself for the work of tomorrow to be easier. If your training is harder than the actual event, the event will seem easy to you and you’ll be able to perform better than the competition.

Training in the workplace: You can lead a horse to water, but you can’t make him drink.

You can lead a horse to water, but you can’t make him drink.

When you’re in charge of training someone, the only thing you can do is give them an opportunity to perform. You can show them what is required to thrive in their specific role – what they need to do, best practices, etc. – but you can’t make them do it. You can spend hours explaining the tactics of a position, but you can’t teach someone to have passion, to be curious, or to have a better work ethic. But if they don’t want to do it, or if they just don’t understand/aren’t picking it up quickly enough, you can’t force them to do what you would do. If it’s not working, eventually you will have to do something about it.

Be careful to not make an emotional decision about this. Be objective, but be kind. Are they just not doing something the way that you would do it, but they’re still getting the job done? Is their performance still acceptable? Are they making big enough strides where, even though they aren’t where you need them to be right now, they’re on their way to becoming what you need from them?

After you remove emotions and give their work an honest evaluation, talk with others who know the situation. Make sure you emphasize that they give you their true opinions about the work being completed by the person in question. It’s not about the individual. It should always be about the work and how it affects those around them. Many people are careful to criticize because they like the person they are evaluating or because they fear the other person will find out. But if they don’t let their true feelings be known, they are doing a disservice to the company and even to the individual. After all, maybe this isn’t what the individual wants. Maybe it’s not fulfilling for them and that is why they are not putting in the extra effort to learn and excel at their craft.

Ultimately, you must determine if you’ve done everything in your power (as the trainer/mentor) to help that person succeed. Do they only need to make a few adjustments or is it time to move on? Did you lead them to water? If so, it’s up to them to decide to drink…