When training does not connect with trainees, it is time to disconnect the program. However, much will depend on your manager's reasons for liking the program. If he thinks it is doing some good, there are ways to bring him up to date. But if he is the trainer's brother-in-law, things do not resolve so easily.
Assuming there is no political or familial reason for your manager to stay with this program, you and some of your fellow employees should discuss the situation with him. Let him know that you appreciate the company's emphasis on training, and you want to make sure that the company is getting its money's worth.
If there are specific components of the program that are inappropriate, out of date, or out of touch, you should discuss each. You should also be ready to suggest some better training programs. If your manager is not swayed, you should suggest something that every truly professional training program contains: an evaluation. When conducted properly, evaluations can provide real documentation regarding the value of a training program.
The next step is obviously up to him. If he is well-trained, he will be highly interested in making sure that you are, too.
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