For newly hired, reassigned and recently promoted employees, how much formal training does your organization provide before allowing them to assume their positions?  And once in those positions,  how much ongoing training is provided by well trained coach-managers?

Consider these two individuals. They are the same age, sex, sexual orientation; similar family, cultural, socioeconomic backgroounds; Comparable education and previous experience;
little difference in basic skills, attitudes and motivation.

The first individual, well trained and regularly coached, is performing very well, effectively and efficiently, satisfying external and internal customers with higher value at lower costs.

The second individual was told to plunge in, learn from co-workers and from mistakes which are numerous resulting in customer dissatisfaction and costly do over work.

What kind of short sighted managers would cancel, cut back or refuse to plan training offering the excuses of competitive and cost pressures?

The same ones who say we are too busy to take the time to do it right the first time, but must find time and funds to fix errors as a result of that thinking. The same ones who threaten to cancel all vations until morale improves.