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Re-education

 

Disciplines > Change Management > Creating Change > Re-education

Method | Example | Discussion | See also

 

Method

When making a change that requires different skills, provide education that ensures people have the skills and knowledge they need in their new jobs.

For knowledge education, you can use computer-based courses as well as more traditional methods. A good way of ensuring people have required knowledge is to put them through some form of test at the end.

For skill education, there is little substitute for actual practice, and education courses should included a significant practical element, for example with role-plays of the new situations.

It is also a good idea to follow up education with assessment in the workplace and ongoing coaching and support until the people can 'stand on their own two feet'.

Example

An organization finds that sales have dipped significantly and so decide to re-train a number of office-based people in selling. After putting them out on the road, several of these are still having difficulties, so further coaching is provided. Those few who are unable to change and who want to stay with the firm are re-integrated back into the office, albeit in lower salary positions.

Discussion

A big question when you need new knowledge and skills is whether to fire and re-hire or to re-train your existing workforce. Fire and hire may seem cheaper, but there are also costs. Retraining can give great benefits in loyalty (even to those not affected).

On the other hand, re-training may not work. People may not have the appropriate aptitude (or motivation) and the result can be wasted money and incompetent workers.

To make this approach work, the people being trained should first be assessed both for aptitude, ability to learn and motivation.

See also

Learning Theory

 

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