Train for Skill, Hire for Will: Why Values Matter Just as Much as Training

By: JeVona Maniex, PhD

 

In today’s fast-paced, skills-driven economy, investing in employee training is no longer optional — it’s essential. Organizations that want to stay competitive know they must identify skill gaps and design intentional, targeted training to close them.

 

But there's something even more vital than a well-crafted curriculum.

 

🎯 What You Can Train: Skills

 

Technical proficiency, software fluency, compliance protocols — these are all areas where training has a clear, measurable impact. In fact, research shows that employees who perceive strong training opportunities are more likely to exert extra effort at work (Luo & Jayasingam, 2024). When people believe their company is investing in their growth, they are more likely to invest back.

 

That said, training alone isn’t a silver bullet. It works best when paired with something far more personal: intrinsic motivation.

 

🔐 What You Can’t Train: Will, Respect, Openness, Peace

 

While skills can be taught, character traits and values must be present from the start. These include:

 

Will – the internal drive to grow, persevere, and contribute

 

Openness – the willingness to receive feedback and adapt

 

Respect – foundational to trust and teamwork

 

Inner Peace – the calm that allows people to stay grounded under pressure

 

Motivation – not the external kind (bonuses, perks), but the kind that’s self-fueled

 

 

A compelling study found that intrinsic motivation had a significant impact on employee performance, even when training and financial incentives did not (Ananto, 2020). This confirms what many leaders have observed firsthand: you can’t teach someone to care.

 

💡 The Bottom Line

 

Your training programs should be rigorous, strategic, and frequent — no question. But just as importantly, your hiring and promotion decisions must prioritize values. Because in the end:

 

> Skills get the job done.

Will and values determine how — and why — it’s done.

 

 

 

✅ Takeaways for Leaders

 

Audit your training programs regularly — are they filling the right gaps?

 

Screen for values during hiring — ask about real-life behavior, not hypotheticals.

 

Recognize intrinsic motivation — and build cultures that reward it.

 

Promote not just for performance, but for integrity and emotional intelligence.

 

Want to empower your team with more than just skills?

Start by honoring the traits that can’t be taught — and watch your culture transform.

 

🔗 References

Luo, H. & Jayasingam, S. (2024). Maximizing Work Effort: Harnessing Perceived Training Opportunities and Intrinsic Motivation.

Ananto, D. (2020). Intrinsic Motivation, Training, and Financial Compensation in Employee Performance.

 

March 2025

Job Burnout: Coping Strategies & The Role of Dissociation

Burnout is a workplace epidemic, affecting professionals across industries. From healthcare and education to corporate and service sectors, employees are experiencing high levels of stress, emotional exhaustion, and depersonalization. The good news? Research shows that the right coping strategies and workplace support can make a significant difference in preventing and managing burnout.

 

Emotional Coping & Burnout

A study on health center employees (Jafarian & Hassanzadeh, 2015) found that emotion-based coping strategies were significantly correlated with depersonalization—a key symptom of burnout. Similarly, research on sports coaches (Taghipour & Khaki, 2014) revealed that problem-focused coping strategies significantly reduced burnout, whereas emotional-focused coping had little to no effect. These findings suggest that practical, solution-driven approaches are more effective in combatting burnout than relying solely on emotional responses.

Burnout in High-Stress Professions

Certain professions are particularly vulnerable to burnout due to high job demands and emotional labor. For instance, nursing personnel experiencing overwhelming workloads benefit from stress counseling and relaxation techniques (Abd-Elmoghith, 2019). Similarly, teachers facing excessive workloads and student mistreatment are at high risk for burnout, but proactive coping strategies can significantly reduce stress levels (Albulescu et al., 2019).

The Power of Social Support

Social support plays a critical role in mitigating burnout. Tourism service employees with strong social networks, high self-esteem, and leisure involvement demonstrated better resilience against burnout (Kim & Song, 2008). Likewise, child protection workers using engaged coping strategies reported lower levels of depersonalization and greater personal accomplishment, whereas those using disengaged coping mechanisms were more prone to emotional exhaustion (Anderson, 2000).

Burnout in Academic & Professional Settings

Work-life balance issues have been linked to burnout among university teachers, with coping strategies influencing stress management (Yu-fang, 2005). Nursing students, another high-risk group, experienced high burnout rates, but those employing positive coping mechanisms reported a greater sense of personal achievement and reduced depersonalization (Li-jun, 2009).

Workplace Environment & Burnout Prevention

The corporate environment can significantly impact burnout levels. Improvements in workplace infrastructure and soft environmental factors have been shown to reduce job disengagement (Min, 2011). In the healthcare sector, job control and coping strategies moderated emotional job demands, leading to lower burnout rates (Putri & Radikun, 2023). These findings highlight the importance of organizational interventions in creating a healthier work environment.

Dissociation & Burnout

Burnout often leads to dissociation, particularly emotional exhaustion and depersonalization. Employees suffering from burnout may become detached from colleagues and clients, negatively impacting workplace dynamics (Maslach, 2003). Child protection workers, for example, exhibited higher levels of depersonalization when experiencing extreme emotional exhaustion (Anderson, 2000). Addressing burnout proactively can prevent the psychological distancing that often accompanies long-term workplace stress.

Conclusion: Prioritizing Prevention & Support

Burnout is a serious concern across various industries, but it is not inevitable. Research underscores the importance of adopting proactive coping strategies—such as problem-solving and stress management techniques—rather than relying solely on emotional coping. Social support, workplace interventions, and a strong corporate environment can also play crucial roles in mitigating burnout and preventing dissociation.

Key Takeaways:

✔ Problem-focused coping is more effective than emotional-based coping.

✔ High-stress professions require structured stress management strategies.

✔ Social support helps employees build resilience against burnout.

✔ Workplace interventions can reduce job disengagement.

✔ Addressing burnout early prevents emotional detachment and dissociation.

At The Workplace Whisperer: HR & Behavioral Dynamics, we advocate for healthier workplaces where employees feel supported and empowered.