Fresh Perspective

The business training and consulting industry is growing. Traditionally, the industry has been mainly called upon to handle issues with toxic leaders. Currently, 48% of the business is devoted to facilitating transitions and developing employees. The reason for this is simple; companies are forced to make changes in order to survive the current economic trend, and they need help.

Poorly executed adaptations, new procedures and high turnover are costly. New IT processes, for example, are constantly thought to save time and money however, a report in Finance Week, specifically relating to IT implementation, discovered that only one-third of organizations in the UK evaluate the effectiveness of the implementation process. Only 39% address the human issues after a project is completed. The financial loss stemming from inadequate IT training and management is estimated to be in the billions. The UK is not the only country with this problem, the US also reports similar problems with similar losses.

Company leaders wishing to avoid this financial loss look to outside trainers and consultants for guidance. This shift in business focus creates a unique opportunity. Instead of concentrating mainly on executives, these trainers have the ability to shape a company at every level, from the ground up. Outside trainers have an advantage over HR employees. They are unbiased and any opinions that differ from company leaders will not be held against them. For any training to be effective, however, business leaders must carefully examine different training options before choosing a plan of action.

Before embarking on a training course, consider whether the organization is committed to supporting the training efforts. If not, any attempt to develop a solid training program will fail. Dedication needs to exist from the beginning, both personally and financially. Training is a goal, not a lofty ideal. Treat it like any other business venture. The results of any training are largely determined by the level of commitment to the training program.

Once committed, identify specific needs. This can be accomplished through customer feedback, employee feedback and internal audits. A single catch-all training program does not exist. Training varies according to skill level, and a good training company will be able to adapt courses for different needs. Understanding exactly what the company’s weaknesses are will determine the type of training that should be implemented and also help identify who should be trained. 

In an ideal world, every employee would embrace the training invested in them. Unfortunately, this is not always the case. Choose people who support the company’s values and will welcome training as an opportunity. Let us call them “rubber band employees,” those resilient people who stretch and adapt to different situations, yet always return their focus toward main goals. They will be more likely to adopt the necessary changes and have a stronger loyalty to the organization. When the areas that need improvement and the employees who need training have been identified, it is time to choose the best course.