A solução é dar formação

A solução é dar formação grita o coro das carpideiras do costume. Então, qual é a causa do problema? Então, quais os temas dessa formação? Então, quem são os animadores dessa formação? Então, quais são as experiências formativas para essa formação?

Where the rubber meets the road?

Uma fonte: 

"The go-to response for organizational issues is typically some form of reactionary training. The mantra goes like this: Design the training. Deliver it. Move on.

Unfortunately, successful training doesn’t actually work that way. Although it might make you feel like you’re doing something, this method rarely solves the underlying problems. Rather, it becomes an expensive line item. 

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Still, training remains many organizations’ first line of defense because it’s easier for senior leaders to authorize it instead of spending time evaluating core issues or mentoring colleagues. But a Band-Aid isn’t a long-term solution. Without proper ongoing treatment, the wound won’t heal — and your problem will persist.

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1. What is the gap you think training will bridge?

Typically, training occurs due to a difference between a desired and actual performance or behavior. You’ll want to define that gap before searching for solutions. For example, if the gap has been caused by new processes, upgraded equipment, or revised policies, formal training could solve the issue.

Just remember that people need to want training for it to be effective. If they’re not affected by the gap you point out, they won’t be invested in fixing anything. [Moi ici: Costumo escrever aqui no blogue que o papel dos empresários não é aumentar a produtividade do país, mas o sucesso do seu negócio] The participants must be curious and want to learn. When they are, they’re more apt to listen carefully, ask questions, and apply knowledge." [Retirado de "More Training Won’t Solve Your Company’s Problems"]

Outra fonte:

"Training has become the panacea for every corporate ill, the default answer to improving productivity, retaining talent, and even taming the wage-price spiral. But it increasingly feels like a substitute for good management. I keep meeting people who are being forced to attend workshops which aren't relevant to their job, or seem like virtue-signalling. As one weary charity worker said to me, "we always have to say the course was wonderful, or we get treated like s**t".

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An article in Harvard Business Review claims that most organisations don't measure how effective their training is. One trainer describes his sessions as "spray and pray: we don't know what will stick"." [Retirado de "Better management, not endless training, will solve our corporate ills"]