Training does not equal expertise

Training does not equal expertise. I repeat. Training does NOT equal expertise.

As managers, we often make significant errors by sending team members to train for new skills and assuming they will immediately possess the expertise to tackle technical problems or complex issues. When they struggle, we may question their abilities, knowledge, or dedication.

For many, training introduces new knowledge and concepts. Achieving expertise requires time and the application of what has been learned across various situations, often involving mistakes and continued learning. Criticizing a team member for not knowing an answer or for taking longer to solve a problem can be damaging. This approach can be perceived as "setting them up to fail," which undermines their confidence and growth.

As leaders, it is essential to consider how our words, expectations, and actions affect an individual's comfort in learning and developing the expertise necessary for our organizations. While training is valuable, time, opportunity, and applied experience are crucial. Never underestimate the educational value of a mistake. The lessons learned from mistakes, along with the support provided to overcome them, are what cultivate talented experts.