Target Talks is a series of interviews with key Target Training GmbH employees, designed to put them on the spot about some topics that really matter to all of us: staff, intercultural, and soft skill training. This week, we talk to Chris Slattery, one of the company’s directors.
As the Managing Director of a training company, how important is training when it comes to your own employees?
CS: The phrase ‘never buy hair restorer from a bald salesman’ springs to mind.
We are obliged to take training seriously for any number of reasons but, most importantly, when training makes our staff stronger, we move up a notch as a company.
Our challenge is to make sure that we promote internal training to ensure that the company as a whole benefits from external measures taken by individuals.
You recently led a seminar for an international bank which included intercultural elements. The world is now so global: how is intercultural training still relevant?
CS: Without wanting to encroach unduly on the abstract arts of the Zen Buddhists, I would suggest that the intercultural aspect is everything… and nothing.
“Nothing” in the sense that the theoretical study of regional differences (e.g. be sure to wear white socks on a first date in Ballybunnion), while possibly of some passing interest, is not necessarily conducive to effective communication.
“Everything” in the sense that communication - which is our business - is founded on shared understanding. Beyond a rudimentary level of language proficiency, working out what is meant becomes more important than the words that are used and what is actually said.
You might see this, for example, when Brits and Americans work together; the former tend to give you the background of a situation before moving on to the problem. The latter tend to prefer a bottom-line-up-front approach (This is what we have to do, and here is why). Intercultural awareness is relevant and useful in helping people to understand how their partners tick.
Tell us about Trompenaars. Who is he, what does he stand for and why did you put your key staff through certification in his approach?
CS: Fons (as he is known to his friends) is impressive. Profound knowledge, worn lightly and with a touch of self-deprecation. The Dutch have massively influenced the study of cross-cultural questions for two decades and have developed two very distinct approaches. It is to Fon’s approach that I am drawn. His work introduces the concept of dilemmas which every society is confronted with (for example, do we see events as individual and isolated or do we approach them within the context of a larger picture? How do we balance the rights of the individual against the interests of a wider society?). How a society deals with these dilemmas is the essence of that society’s culture.
As to why we signed up for the program, there are two distinct levels; as a company we now have the tools and the certification to run another series of specialist workshops. More importantly, the concepts behind the program are now available to the whole company and will supplement (dare I say enrich?) the courses we are already running.
How do you personally best learn new soft skills?
CS: Running a train-the-trainer programme recently, I found myself chanting a mantra; it is not what you know, but what you do. This was usually followed by; telling is not training.
In this sense, I don’t see a huge difference between soft skills and any other kind; time management and influencing are not so different from playing the piano and passing a rugby ball. Basically I should know why I’m doing it.
I should know/see/be told/experience how it is done.
I should try it.
I should get feedback on how it went.
I should try it again.
When I learn, it is no different.
Personally, I need time to comprehend and digest ideas. Thereafter, the learning can start.
Many thanks, Chris, for taking part in our Target Talks series. Now, over to our readers: which questions do you have for Target Training GmbH about training?
