It’s Not What You Spend, It’s What You Get In Return!
What we want to get
What People are Really Looking for in Training? We as leaders, acquire and send people to training so they can expand their capabilities and perform at a broader or higher level for themselves and our organizations. We have high expectations that after receiving training they will be more capable and confident than before.
The challenge is that we must first ensure that we have identified and chosen the right training for the results we are after. This is the source of disappointment for many leaders and organizations every day. Often we send people to training that provides technical skills and steps, when what we actually want the individual to learn– are concepts.
Where it is possible to learn steps in one exposure (training), research shows we do not learn concepts through one exposure; because it is development we seek.
So our first hurdle is to:
- Ensure we have identified whether we are looking for training or development
- Ensure we have identified the correct information (ex. is it leadership or communications skills needed)
- Is the chosen information delivered so it will provide the level of knowledge retention and skills usability we desire?
What people want from training they don’t know they want
We know when we pay for training we want information delivered in an engaging, entertaining and informative manner. What we often do not realize, is that if our training is delivered in that (entertaining and informative) manner, research shows the average person only retains about 5% of the information they were exposed to.
What we want from training is development of capabilities which requires:
- Multiple exposures (research shows the average person needs 6 exposures with practice to retain up to 90%)
- Immersion activities–Concept acquisition and information retention increases exponentially when physical practice and feedback is incorporated
- Follow-up–A system of continual application and practice to reinforce and create agile use of the concepts
For an individual’s capabilities in a given area to truly improve requires that we provide for technical skills, steps, training and for conceptual skills development. This is the only way we truly get our monies worth and the capabilities we seek when we purchase skills enhancement programs.
In today’s American work environment we face many challenges. Here are some recent statistics showing the frequency and variety of the issues we face:
- 60% of the average leaders’ day is spent on dealing with interpersonal issues.
- 80% of employees are unhappy with their job due to the lack of leadership skills possessed by their first line supervisor.
- Each employee lost to unnecessary turn over costs an estimated $27,000 or up to twice their annual salary depending upon their level and position to replace.
Sources: The NIOSH report is an excellent resource that cites the following, “Attitudes in the American Workplace VI” Gallup Poll sponsored by the Marlin Company, Integra Survey:
What People are Really Looking for in Training
Our programs are all delivered through coaching by video with accompanying immersion workbook activities facilitating all three learning types: visual, auditory and kinesthetic. This leads the user through a conversation with the expert providing the answers to
- What to look for
- What you will get
- This leads to this result
- This leads to this challenge
It’s a coaching conversation and guided learning experience. The focus is on the learner’s concept and skills acquisition. A learner’s story.
Training for the sake of training does no good. Training or development that is the right information delivered the right way and with the right follow up and focus creates massive return on investment! Look at what just a few of our clients had to share about our training and development: