Organizational behavior training is becoming a major sub field in organizational learning as a result of human dynamics and barriers which must be overcome. Organized learning is a powerful tool, but one that meets causal resistance from inhibitions via the human beings it is built around.
Some issues that require organizational behavior training include a lack of team initiative on the behalf of some employees who are very self-centered, in the softer sense of the term. These people may not have a bad attitude or excessive ego, but merely only think on a small scope. This can be the result of social inhibitions or incompetence as well.
So, we come to the first tip, which is that you need to establish social strength to a level of tolerance in everyone involved in the team. This has to begin at a fundamental level, and the easiest way to break the ice is with an informal gathering of the people, where they can just mingle and not wear their masks for a bit. This breaks everyone into the shock of coexistence, and reinforces a greater social conscious as a result.
Next, we come to compatibility with structure and order. They must cooperate in the proper dynamics you set forward during training, so that leadership exists. The best way to accomplish this is with a scheduled workday get together, less festive than the previous, but still with some amenities, and have a chat session with everyone. Minimal crossfire, most exchanges between yourself and the people. Get to know everyone’s strengths, weaknesses and their concerns and aspirations. Knowing the power of each member of the group is the first step in training needs analysis as well as making everyone aware of their configurable interrelationships.
Finally, we establish a comfort zone for progress and standards with the subjects. This involves a dry run day of training. Here, they are trained on something simple and irrelevant from the real training, where you can get them accustomed to the environment. You will treat it like a real training session, though it is known that it goes on no records.
So now, everyone is accustomed to coexisting with everyone else. This means that their worldview naturally extends beyond themselves, and they are confident enough to interact without inhibition.
We also have them aware of their collective strengths and weaknesses, how they may work together to help one another, and they visibly see their shared ties to leadership. Confidence is built and awareness as a super organism is achieved.
Finally, the negative novelty of a training environment is defeated in a casual training day, and when actual training is begun, they are already accustomed to interacting as a unit in the environment you guide them through.
Through these basic steps, you have formed, organically and without pressure, a group prepared for the social cooperative nature of organizational learning. Congratulations, see what your anvil has forged. You phenomenal power before you, to craft this power house of learning into a tool of great good or utter irrelevance. Your care in preparing the team through organizational training behavior will determine the fate here.