When it comes to training, trial by fire rarely works. It’s like throwing someone into the deep end to teach them to swim. The only way to effectively train someone, especially in a skilled craft, is through a structured “Tell, Show, Do, Review” method.

1. Tell: Explain what they’re going to do and why it matters, providing context and purpose.
2. Show: Demonstrate the process step-by-step, clearly explaining each action.
3. Do: Guide the trainee through the process, ensuring they perform each step correctly.
4. Review: Discuss the entire process, ensuring the trainee understands and has a chance to ask questions.

Years ago, while reengineering a tennis facility, I discussed training methods with a tennis pro. He believed in minimal instruction, focusing on getting players to simply hit the ball. Given my understanding of physiology, muscle memory, and visualization, I suggested emphasizing repetition and practicing perfectly. He dismissed the idea. But I wasn’t talking about mere repetition. I was advocating for a mindset shift, understanding the technical aspects and the body’s movements. This concept is used in martial arts, where instructors correct your form repeatedly until it becomes second nature.

In training, selecting the right person is crucial. But once you have that, developing a training system that emphasizes fundamentals and repetition is key. While some individuals thrive under trial by fire, learning to swim out of necessity, it’s not the most effective way to teach a trade you want mastered. It doesn’t foster ownership and understanding compared to a structured approach.

Managers often fail to recognize that training is an investment, not a waste. It’s about preventing mistakes and ensuring quality work. Taking the time to invest in someone, instead of throwing them into the deep end, can save significant grief and resources in the long run.