We were in the hobby shop picking up Amber, a shade required for a Ferrari Testarossa – a model that Mike’s kids got him when he survived a train accident 31 years ago, when I stopped and gazed at a painting of a wolf.  Her eyes, soft, gazing past me, her billowing charcoal fur, blending into the snow, a grey haze matching our 3 days of fog and rain, legendary because of their spine-tingling howl.  Her image comes back to me, as I am invited to share insights to a group of displaced professionals, “Conversations from the Other Side” – why we make hiring decisions, or better yet, why we don’t.   Given the freedom to expand the insights further, I am drawn to a step often overlooked, or sometimes embraced by the philosophy ‘throw them to the wolves’ when it comes to training a new hire.  In other words, presuming that someone’s previous experience and skills negates them needing to be trained.  What are the responsibilities of the employer and the new hire in setting both up for success?  How can the interviewee use this information more effectively prior to accepting an offer?

I am reminded of two previous blogs which set the stage.  Hiring the ‘Knight on the White Horse’ – speaks to an awareness to be mindful that waiting for a rescue without looking within and rolling up your sleeves to collaboratively change dysfunction isn’t fair to either your company and the newcomer.  ‘It Takes Two’ – reminds us that all parties are responsible for the outcome.  Blending both of these might help being open to challenge your current position, or at the very least – consider and evaluate.

The importance of setting clear expectations regarding:

1. The new hire’s role, accountability, and responsibility in their training
2. Clearly defining the roles and responsibilities of the position to the trainer / mentor,

and, having a true grasp of what training is, is far too often overlooked.  

Perhaps my parenthetical reminder to clients is not enough and it becomes my responsibility to educate further.

I see her, so solemn and still in the painting, so powerful and engaging in pack-like behavior, graciously successful hunting beasts greater in size, and wonder -- will the philosophy that it is on the new hire alone to succeed – ‘No one trained me, I was just thrown to the wolves and learned.?.?’ -  perspective prevail? 

I think back to the client which provoked the white horse blog, two high level hires failed, and they still blame it on the candidates alone.  Whose responsibility is it?  It is obvious to me that it is both Employer and New Hire.  Circling back to the displaced professionals, this too should be food for thought in their evaluation of accepting a position - having the dialogue as to what onboarding will look like.  What are the expectations of performing in the position and is it comprehensive including mentor, time frames, task list, and who is responsible for evaluating and providing feedback? 

Let’s reduce the rate of failure by examining our philosophy and methodologies on training. If the goal is to ramp up quickly, efficiently, and exponentially, invite in a new understanding and appreciation for the discipline of learning.  What are your learning objectives?