One of the big unknowns who have businesses, when deciding whether to take a skills development training program, is if this can really change the behavior of people who participate in it. I have in the world of training little more than 12 years, and despite how much that learning methodologies have evolved, I still think that if you aren’t at the head of the company about the need to change some behavior, starting with him, I say this with all due respect, it is better that will save money and fatigue. Organizations that see the training as a process of long-term behavior change are few. In many cases, they seek consultants to facilitate them prescriptions to cure the sick. Contact information is here: Robotics expert. If we refer to the typical case of the relationship between the patient and the doctor, would be something like: I have a discomfort in the back, but I can’t find the time to go to the doctor (or don’t want to go to the doctor) after so much insistence of the family (usually the wife) Decides to visit him. The only thing you want in the background, however, is get that recipe, buy the drug, and if it is possible, no longer to see a doctor in a long time. Along the same line, in the business scenario manager says: we have a problem in the working environment, the human resources area suggests going to a consultant to improve the climate through training. Not very convinced Manager, tells him to find some company (which not much copper) to make a workshop and that should be enough to correct this problem if after the workshop, improvements are not visible then the manager would say something like this: we have spent money and time already there is no change, do not ask me more training! When companies see the training in this way, the concept of investment loses its value and PTO the concept that training is an expense.