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April 8, 2019 10:34 AM Subscribe
I provided a contact for a training based on the person's reputation in the field for where I used to live. The training is not going well. How do I do damage control with my manager?
This is a mental health training. The provider has discussed their own therapy more than once (not 30 years ago but a specific session they had as a client like 2 weeks ago), reads right off the manual, and talks about incorporating other therapies rather than the one that is the subject of the training. The trainer also talked about using the therapy on someone they knew in a personal capacity. Their boundaries are surprisingly loose, and while their skill level in the protocol may be high, they are making a really bad impression. Especially with my manager who relied on my word to make the contact happen so the training could happen.
So what do I do to restore faith from my manager after giving her the name of this person that turns out to be a bit wonky as far as their presentation skills?
This is a mental health training. The provider has discussed their own therapy more than once (not 30 years ago but a specific session they had as a client like 2 weeks ago), reads right off the manual, and talks about incorporating other therapies rather than the one that is the subject of the training. The trainer also talked about using the therapy on someone they knew in a personal capacity. Their boundaries are surprisingly loose, and while their skill level in the protocol may be high, they are making a really bad impression. Especially with my manager who relied on my word to make the contact happen so the training could happen.
So what do I do to restore faith from my manager after giving her the name of this person that turns out to be a bit wonky as far as their presentation skills?
First, seconding Winnie the Proust. What is "the field for where I used to live"?
Second, tell the manager you're sorry and sadly, humbly show the manager copies of the emails, articles, etc that made you believe the trainer had a good reputation.
And third, immediately start searching, on your own time, for a better trainer so that your company can fire the bad one.
posted by JimN2TAW at 10:55 AM on April 8, 2019 [1 favorite]
Second, tell the manager you're sorry and sadly, humbly show the manager copies of the emails, articles, etc that made you believe the trainer had a good reputation.
And third, immediately start searching, on your own time, for a better trainer so that your company can fire the bad one.
posted by JimN2TAW at 10:55 AM on April 8, 2019 [1 favorite]
Has your manager made their displeasure known to you? If not, the best course of action would be to be proactive. Say, "I recommended this trainer based on X, Y, Z, but I'm getting the impression that this isn't what the training is like. Should I look into alternatives, so we can minimize damage?"
If you've already gotten an earful about how badly things are going, some backup as to how you made your decision and brainstorming with your boss about how to best mitigate the issue and use alternate ways of finding a new candidate would be a good start, I think.
posted by xingcat at 11:14 AM on April 8, 2019 [2 favorites]
If you've already gotten an earful about how badly things are going, some backup as to how you made your decision and brainstorming with your boss about how to best mitigate the issue and use alternate ways of finding a new candidate would be a good start, I think.
posted by xingcat at 11:14 AM on April 8, 2019 [2 favorites]
Eh, it happens. xingcat's advice is right on, but mainly: don't beat yourself up too much. You made a mistake, you'll fix it, and you'll move on.
And third, immediately start searching, on your own time, for a better trainer so that your company can fire the bad one.
Doing it on your own time would be beating yourself up too much. Your mistake was not so bad that you have to essentially work for free as penance. You can do this search during your work hours. But you should do it!
posted by lunasol at 11:31 AM on April 8, 2019 [3 favorites]
And third, immediately start searching, on your own time, for a better trainer so that your company can fire the bad one.
Doing it on your own time would be beating yourself up too much. Your mistake was not so bad that you have to essentially work for free as penance. You can do this search during your work hours. But you should do it!
posted by lunasol at 11:31 AM on April 8, 2019 [3 favorites]
Response by poster: The trainer is from an area I used to live and is a primary referral for the protocol we are being trained in. She's known in the area as a specialist for it after 20 years doing it, etc, but not known for the loose boundaries etc.
Manager has been vocal about their dissatisfaction, but when I apologized manager took responsibility for having the final vetting process so there isn't any apparent blame but the conscientious person in me still wants to smoothe things over somehow if I can.
posted by crunchy potato at 11:33 AM on April 8, 2019
Manager has been vocal about their dissatisfaction, but when I apologized manager took responsibility for having the final vetting process so there isn't any apparent blame but the conscientious person in me still wants to smoothe things over somehow if I can.
posted by crunchy potato at 11:33 AM on April 8, 2019
'Hey manager. Wow, I'm sorry. Bob had a great reputation for Whatever in my Old City, so that's why I recommended him. It sounds like he isn't so great. I'm sorry that I suggested him. I will definitely make sure to give some feedback to folks in Old City that this didn't go well.'
But yeah, it happens.
posted by k8t at 12:14 PM on April 8, 2019 [3 favorites]
But yeah, it happens.
posted by k8t at 12:14 PM on April 8, 2019 [3 favorites]
I would think about what might need to be done, if anything, as a follow up to this session. Then talk to manager, see what they think the next step should be and offer to help as appropriate. Take the perspective that this is a team problem.
Next steps will depend on your (you + manager) relationship with the participants, whether or not the training is already over and how what kind of damage might done.
For example, if this is a public event that is already over and the damage is that it makes you look group look a little unprofessional, then you might want to just focus on what to do next time.
On the other hand, if this is an internal group and you want to make sure that your organization doesn't condone those kind of boundary violations, then maybe you can schedule time for a debrief after the training (same day without the trainer or next staff meeting) or send out an email (you offer to draft for your manager to send) that would clarify what you hoped people learned from the session and what you hope they have enough sense not to do themself.
posted by metahawk at 5:13 PM on April 8, 2019 [1 favorite]
Next steps will depend on your (you + manager) relationship with the participants, whether or not the training is already over and how what kind of damage might done.
For example, if this is a public event that is already over and the damage is that it makes you look group look a little unprofessional, then you might want to just focus on what to do next time.
On the other hand, if this is an internal group and you want to make sure that your organization doesn't condone those kind of boundary violations, then maybe you can schedule time for a debrief after the training (same day without the trainer or next staff meeting) or send out an email (you offer to draft for your manager to send) that would clarify what you hoped people learned from the session and what you hope they have enough sense not to do themself.
posted by metahawk at 5:13 PM on April 8, 2019 [1 favorite]
Rather than apologizing, figure out and talk about how you would avoid doing something like this in the future. That could be as simple as telling your boss that you’ve learned an important lesson about relying on reputation/perceived expertise and that next time you are asked for a recommendation you’ll do X, Y, and Z to ensure that it doesn’t happen again.
posted by mskyle at 4:56 AM on April 9, 2019 [1 favorite]
posted by mskyle at 4:56 AM on April 9, 2019 [1 favorite]
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posted by Winnie the Proust at 10:49 AM on April 8, 2019