Section 1.1: Changing Perspectives

In 2015, I co-wrote an academic paper that highlighted the importance of businesses functioning as communities or ecosystems, comprising diverse stakeholders. We explored the characteristics that make some ecosystems thrive while others falter.

One crucial element is fostering a meaningful connection between employees and the customers they serve. For employees to remain engaged and forward-thinking, they must understand the broader context in which their business operates.

To nurture this connection, companies should offer training programs that span various subjects, including technical skills, leadership development, and team collaboration. These sessions can also serve as refreshers for existing knowledge.

I once firmly believed that corporate training was vital for attracting and retaining talent. During interviews, junior employees often cited training opportunities as among the most significant benefits of their jobs, sometimes valuing them even more than salary.

But my confidence has waned.

I’ve observed that many training initiatives fail to deliver the expected outcomes or adequately prepare employees for the future. Despite the availability of numerous training programs, a worrying trend has emerged: newer employees are increasingly leaving their organizations — a “last in, first out” scenario.

Moreover, I’ve seen friends and long-time colleagues, who have dedicated nearly two decades to their companies, opt for new paths. They express regret over not preparing for the future and seek to make substantial life changes.

Subsection 1.1.1: The Challenge of Relevance

As expertise becomes more readily available, traditional corporate training risks becoming obsolete. Many trainers continue using outdated content, failing to adapt to the evolving landscape. How can they still rely on presentations from the early 2000s when the aim is to help participants stay abreast of the latest trends?

The physical spaces where training takes place have also seen little innovation. Despite renovations and updates to technology, the overall environment remains uninspiring. The drab gray carpets, standard corporate chairs, and clichéd motivational slogans still dominate the space, evoking a sense of stagnation.

Even worse, participants often leave these sessions without gaining the intended benefits, particularly in leadership training. Instead of cultivating creativity and critical thinking, they may adopt a more rigid, rule-bound approach, becoming managers who adhere strictly to established norms.

Section 1.2: Embracing New Learning Avenues

What I find increasingly valuable is the opportunity to engage in distraction-free exploration and gain insights from unconventional sources. I seek out alternative platforms for learning, such as blogs, podcasts, and videos.

I’ve come to recognize the potential of artificial intelligence as a self-learning partner. Interacting with AI has expanded my knowledge base significantly. While it doesn’t provide all the answers, it offers a framework for analytical thinking that encourages new perspectives.

However, the most effective means of uncovering future opportunities lies in fostering creativity — by experimenting and building in traditional ways.

Perhaps training programs that steer clear of conventional work-related content can cultivate a healthier workplace culture and inspire employees. By offering avenues for self-expression through completely different activities, we can encourage individuals to break free from their routine constraints, ultimately adding value in a world where self-improvement is merely a click away.

Yet, I question whether the corporate world is prepared for such transformative ideas. Thus, I’ve chosen to abandon this struggle, focusing instead on pursuits that genuinely matter to me rather than engaging in activities that feel inauthentic or unimportant.