Ah yes, I remember the old days. A list of available training courses circulated for everyone to mark with our preferences. Interesting sounding courses involving a number of days spent far up a distant motorway in an expensive hotel, with an evening of late drinking in between the two days and lots of nice food. Happy days indeed!
How it’s changed. Well, not for everyone it seems.
OK, the title of this blog is somewhat provocative. It’s meant to be. Many a true word is spoken in jest though and, I would wager, quite a common outcome for training that isn’t properly structured.
All too often, training isn’t needs-driven, by which I mean determined from performance gaps between where a person is now and the skill level they need to perform their role at the expected level. Furthermore, rarely are the outcomes from training captured in performance enhancement, because there’s usually no proper determination of objectives, follow up of action plans or evaluation of the ROI from the training intervention.
So, for goodness sake, if you’re going to spend big bucks on training, make sure it is:
- Needs driven
- Targeted to achieve certain measurable objectives and
- Followed up to ensure knowledge capture and deployment into the business.
Even better, consider whether redeploying some of the training budget into coaching might give a far better bang for your buck. Less leveraged, but totally customised to the individual. Coaching will change behaviours and the right behaviours are likely to encourage the individual to do their own training.