Hooper Leadership Coaching
Accelerating Leaders


Thoughts on Leadership

3 Options for Introducing New Training Models

When an organization wants to introduce new training models, there are three options which can be considered. I personally have experienced all three of these training options and have led organizations through all these options. There are battle scars from two of these options and one which has brought significant benefits.

Option 1: Destroy and Rebuild

This approach could also be called “out with the old and in with the new,” “this year’s model” or “the flavor of the month." The idea on this option is to basically scrap, cancel and dismiss the old training model and instantly adopt the new training model on a broad scale.

Young angry businessman crashing bricks with hammer
Young angry businessman crashing bricks with hammer

The problem is that some people in the organization were really impacted by the old model and had vested interest in the benefits of the previous model while also acknowledging it’s weaknesses.

When you implode the current training model and bring in a new one, there will be collateral damage which could be experienced for years to come.

Once they finish the “New and Great Program” they go looking for the next program or curriculum. The constant changes in the training plan will always get different results in the lives of those being training through the years.

Option 2: Junk Yard Car

Once a year during homecoming the fraternities at Georgia Tech in Atlanta have the Ramblin’ Wreck Parade. Materials are scavenged together to make a hodgepodge vehicle which must make it to the finish line successfully. The funny thing is most of these strange contraptions don’t get the job done.


Georgia Tech Ramblin' Wreck Parade during Homecoming Week

This option of training involves finding the next big training idea, taking the pieces you want and putting together a unique training model which fits your context and fancy. You duct tape this training vehicle together and hope it will get you to the training finish line.

At best this approach may only work one time but there is little hope this will be a lasting training approach.

If one article falls off, another is found and tacked on. This hodgepodge approach to training is not very effective and usually only lasts one or two generations.

Option 3: Reinforce and Relax

A common practice which owners of beach houses use will illustrate how this model works. When an old support beam holding up the structure of the beach house begins to rot, the beam is not removed (like option 1) or 2x4’s added to it (like option 2).

House Beach Erosion
House Beach Erosion

The approach that is effective is to add a new beam to the previous beams as they slowly rot. This allows the structure to maintain strength for many years so families can relax on vacation!

Rather than dismissing the old training model or just adding random training new aspects to it, you can introduce a tested and proven model which will last for many years. The same approach done for many years will usually result in similar results.

The training model becomes part of the DNA of the organization so that the leadership can relax knowing that the mission, values and strategy will be accomplished.

This builds on the previous training the church has experienced without disenfranchising people. By faithfully following the new model year after year you will get the consistent results you are looking for.

What have you learned about introducing new training models?