No Training on Weekends
Training is one of the services my firm Lean A-to-Z, Inc. provides.
We don’t run our training classes on weekends.
You might ask why. After all, we teach people new skills, new ways to see and improve how they manage work in their companies. It’s professional development. Offering weekend classes would help professionals learn without skipping any time in the office, no?
That sounded like a good idea at the time.
Our training classes are intense. We use games, group exercises, discussions, storytelling, all of which challenge the participants’ current ways and give them new pragmatic actionable guidance on improvement. Interactions among the participants, not only between them and the instructor are key sources of learning. Concentrated mental effort for six hours of “pure” time, usually four “quarters” of 90 minutes each, plus lunch and coffee breaks, often spent in further discussions, questions and answers, eight hours total. You will feel more tired than after an eight-hour day in the office.
If you want to sign up for a Saturday-Sunday two-day class, you’re really signing up for a twelve-day workweek. You should also realize your instructor will be in the middle of their own twelve-day workweek. Is that worth your money?
The serious, pragmatic participants realize: improvement is work, too. Out of their 220–240 workdays a year, they find several days they will spend in training, learning something they can apply practically in their business or career with intent to improve. They want to be in the room together with other serious, pragmatic learners. They worry about weekend classes: am I going to be the only person in the room who values this class the same?
There are additional reasons why we don’t run our training classes on weekends. These reasons have more to do with our content. Teaching this content on the weekend would be, like, do what I say, not what I do. But these reasons deserve a separate post.