Training
is rightfully getting a bad rap from “the business” that wants important
results. It is seen by many as an
expense rather than an investment. What has gone wrong and how can we change
the perception AND the results?
Based upon over 800 training measurement and assessment projects, the data is pretty
clear. Isolated training events change
the behavior of 1 in 5 participants on average.
20% does not create lasting behavior change in a population or
meaningfully impact the business.
We
need to remember the purpose of training in the workplace: Performance - to
empower employees with the critical skills and knowledge they need to do their most
important jobs successfully. Somehow this has been lost. Training is not
accomplished by motivational speakers or training events. We all know that their impact has a short
shelf life.
To
do training “right” you need to do it all…from the initial business case to
root cause analysis to skill gap assessment of what workers need to ongoing performance
coaching on the job after they have tested out of the skill practice. And
lastly, if you seek long-lasting results and true performance improvement that
matters, you must invest in change management and training measurement to
understand and increase adoption rates, business impact and ongoing areas for
improvement.
Skimping
on training is a loss for everyone…the employees and the organization. Do it right
and everyone gains. Do it wrong…well you
might as well just invest wisely somewhere else.
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