Breaking Up with “Yeah, but…”

In the training world, it is not uncommon to hear: “Yeah, but…” and it’s time to put an end to this unhealthy relationship.

It’s a relationship that is holding us back from success. It is holding us back from moving forward. It is holding us back from seeing the future. This “Yeah, but…” relationship is further separating learning and development from the people who need us the most, at a time when our help is most needed. We have become the gate keepers of negativity. The “no” department, or worse…the “we can’t” department and it must stop. Time to break up with “Yeah, but…” before our dependence becomes even more entrenched.

Yeah, blended learning is a better way to connect knowledge to people…but…

Yeah, the path to connected learning is through mobile…but…

Yeah, people should be in charge of their own learning…but…

Yeah, learning does happen more outside the classroom…but…

The list goes on, and on, and on. 

But…my organization is different…

But…the leadership won’t let me…

But…the people won’t do “it”…

But…we can’t measure “it”…

But…the LMS doesn’t support that…

But…

But…

But…

The list of “buts” can (and does) continue onward. It’s quite easy to think of reasons why a “thing” cannot work. It’s easy to bury our heads and ignore the future, for the sake of the past. Repeating the past is the easy thing to do – “we’ve always done it that way” or my personal favorite, “Why recreate the wheel?”

[ctt title=”As Learning Professionals, why can’t our tired argument of ‘Yeah, but…’ be flipped to the more improv friendly, ‘Yeah, and…'” tweet=”As Learning Professionals, why can’t our tired argument of ‘Yeah, but…’ be flipped to the more improv friendly, ‘Yeah, and…’ via @stipton” coverup=”ohzD8″]

Think about the saying, “Why recreate the wheel?” There are many iterations of the wheel. High performance, all weather, just for snow, just for show – you name the wheel and it has been recreated to suit the purpose. So, why recreate the wheel? Because change and adaptability is important, and at times critical to forward movement.

Why can’t our tired argument of “Yeah, but…” be flipped to the more improv friendly, “Yeah, and…”

Yeah, blended learning is the more effective way to go…and…this is how we might start taking baby steps. 

Yeah, the path to connected learning is through mobile…and…here is some research that could give us a good jumping off point. 

See what we did there? Changing just one word, changed the entire tone of the sentence. People, the “Yeah, but…” is tired. Tired of shouldering excuses and unimaginative solutions to persistent learning issues. Traveling across the country and beyond our boarders, I hear the same issues. I hear the same questions. We are all looking for answers to the same training problems, yet when an answer is presented, we “Yeah, but…” our way out of it. It’s as if, as a collective, we are scared of the actual solutions we seek. Perhaps we are scared of the changes (or challenges) solutions might bring. Could that be it? We, “Yeah, but…” to avoid change, to keep the status quo even though we know the status quo is dead in the water? Because keeping the status quo is safer than not. Because keeping the status quo is staying with the “devil we know”? Take that question to your therapist…

We can take action, or not.

We all have a choice. You may even be nodding your head as you read this, and ironically, all the while thinking…Yeah, I agree…but…my organization is different. No.it’s.not. I have spoken to a multitude of organizations, in several different countries. You, my friend, are not different, neither is your organization. Situations may be different, but people in general, have the same needs. To be able to do their jobs to the best of their abilities. They want more information, knowledge and help to be better people.

We can chose to affect change. Doing so takes hard work, effort and knowledge. It’s a mindset shift for training first, then leadership. Here’s a key example: When asked to a group of trainers, “What do you do to actively take your knowledge to the next level?” More often than not, blank looks follow. Some people do some reading. Some watch video’s. Some participate in a MOOC or two. Some people are actively (key word is actively) involved in groups and Communities of Practice. However, unfortunately many people in the industry don’t do any of the above or do the above so inconsistently that knowledge growth is not sustainable. What a poor example we are setting for the rest of our organization.

[ctt title=”I ask you – if you do not have the time, motivation, or mindset to create your own culture of learning, how in the world can we expect the people in our organization to do so? ” tweet=”If you do not have the motivation, or mindset to create your own culture of learning, how can we expect ppl in our orgs to do so? @stipton” coverup=”6Ee6y”]

I ask you – if you do not have the time, motivation, or mindset to create your own culture of learning, how in the world can we expect the people in our organization to do so? While we are not responsible for the growth and sustainability of the learning culture within our organizations – we certainly set the stage with proper nurturing and this requires leading by example. No “yeah, buts…” about it. When people express to you that they do not have the time for professional growth – our response should be, “Yeah, I understand time is short and here are some suggestions to gain quick wins.” Not because we read about it somewhere, but because we actually practice the techniques. We eat our own dog food. If we do not model the behavior of nurturing our own professional growth, why should anyone else?

Yeah, but…I don’t have the time…

Yeah, but…the company won’t pay for it…

Yeah, but…the firewall won’t let me access…

Yeah, but…it’s only me around here…so….

Let’s be honest, when we start with, “Yeah, but…” what we are really saying is: 

Yeah, but…I’m just not interested…

Yeah, but…I already know enough…

Yeah, but…it’s out of my comfort zone…

Yeah, but…it’s not worth it to spend the money/time/effort…

And laughably, some of you just “Yeah, ‘butted’…” my “Yeah, but…”.  What an evil cycle it all becomes. So, work with me here…let’s retire the “Yeah, but…” Let’s start looking at workplace learning through a more positive filter. I challenge you to start a communicating within your organization sharing what you are reading, watching, learning about your profession. Give people tips, point them in the direction of excellent podcasts. Encourage people to subscribe to great You Tube content authors. Encourage people within your organization to share their learning activities about their profession too.  Maybe your people want to know and share, maybe not. Key is to start doing something that encourages a learning culture that is different from what you are doing now. The “Yeah, and…” creates a different mindset. One that encourages breaking with status quo. And, to break with status quo, we must break up with, “Yeah, but”…

“Yeah, but…it’s hard”…

Sigh…

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