If you have tried some training in your business, especially soft skills training such as communication, teamwork and personal development, you already know that it does not “work,” meaning that it’s really hard to justify investing in them. Here’s my compilation of the most severe training mistakes businesses make in applying business training, either to themselves or their people.
9. Avoiding a Return On Analysis on the Training Programs You Invest In.
Buying intangible stuff, like training programs, is hard to cost-justify, for a good reason. It’s hard to know whether the investment made in a training program turned out to be a good one. With the hard stuff we buy, computers for instance, there is some comfort in knowing that even if the purchase did not work out as expected, we at least have the physical possession of the goods. We can get someone to fix it. In the worst case scenario, we can give it away or use it as a door-stop.
Not so with training. If it does not “work,” you lose all of your investment, with nothing to show for it. Worse, there may be other intangible losses to bear, such as reputation, credibility and that promotion you were shooting for, simply because investing in training is considered a risky business to begin with. When buying tangible stuff, we can allow ourselves to get away with a relatively smaller return on investment, say 20%. But buying training, especially soft skills training, is a different matter altogether.
There is good news though. There is so much inefficiency locked up in human behavior that it’s relatively easy to look for and find situations and scenarios where you would get at least, and I say at least, 3 times the return on investment. If you hire out your training, a competent training company should be able to help you create a program where such an ROI is the target.
If they say it can’t be done, don’t hire them. I say this with confidence because the only clients I accept are those where we expect 3 to 5 times the ROI, minimum. If it’s not feasible to create such a scenario, I turn down the business. In most cases, we can find scenarios where a high ROI is not only possible but logical, even common sense.
10. Viewing Training as a Commodity.
What’s a commodity? It’s a product or service that is identical in its features regardless of who you buy it from. In other words, it’s something that you can comparison shop from multiple sources because the only thing that’s different in getting it from different sources is its price.
Some business people pride themselves in being great bargain hunters. They take three bids and get the bidders to fight amongst each other so they can get the lowest price possible. This may be a good strategy when buying certain products and services but not with training services, which in most cases is a not a commodity. Office supplies? Yes. Building materials? Possibly. Training services? No.
To avoid viewing training as a commodity, you must tie training to actual, measurable improvement in the behavior of the people being trained and the results they produce.
“How do you ensure that training will produce a sustained change in behavior?”
“How do you translate the results of your training to the financial results of the organization?”
“How do you make sure that these results are validated in tangible, measurable terms?”
When training is bought as a commodity, you miss an important opportunity to ask these questions, first to yourself and then to the people who would be delivering the training.
11. Expecting Training to be Easy and Comfortable.
Most mainstream training institutions go way out of their way to make their students as comfortable as possible. No wonder they have to serve so much coffee in their training rooms!
Have you ever played a sport? Were you comfortable when you played it? Most likely not. Even if you were playing a board game, you probably were not very comfortable, as sitting up sometimes causes minor aches and pains. But if the game was really good, if it really absorbed you, you wouldn’t notice the discomfort as the joy of playing the game far exceeded the physical discomfort that came from playing it. Good training programs are like a good game. They engage you, grab you, absorb you and immerse you. And when the training session is over, the participants are a bit disappointed that it’s over.
Children don’t feel threatened by learning because they don’t have much to “give up”. In most learning experiences for the adults, they have to give up something that they thought they knew so that real learning can take place. That’s why, effective learning will inherently include some discomfort.
When training organizers work hard to provide a physical environment that’s comfortable and non-threatening, it’s an indication to me that their training is going to be boring, uninspiring and un-engaging that no amount of caffeine can overcome. Nowadays, if people serve me coffee when I attend a training session, I get concerned that I am about to get powerpointed, lectured or talked down to. That’s when I get the seat right next to the door so that I can sneak out if I have to.
In most workshops I conduct, I make it a point not to serve coffee unless the participants ask for it. And if they do ask for it, it’s an indication to me that perhaps I need to change something in their learning experience.
At Awayre, before recommending any training, we assess your people, your processes and their effectiveness in helping you get the results you desire. We also audit and assess your existing people development and process improvement programs to determine if they are helping you achieve your business objectives. Find out more at http://www.awayre.com. If you have questions or comments, please send them to me at email@example.com.
Here’s the full list of training mistakes that I have covered in this and past articles. I have also been compiling these seperate articles into a small report (or a big article). Shoot me an email at firstname.lastname@example.org and let me know if you would like to receive it and I will email it to you.
1. Failure to Commit to a Single Philosophy or Methodology.
2. Thinking “Training is for My People, Not for Me.” Or “I am ‘Above’ Training; It’s for My People.”
3. View the Trainer as Subservient to You.
4. Training is Conducted to Fix Hiring Mistakes.
5. Wrong Training is Delivered to Wrong People.
6. Putting an Underperformer in Training and Hoping that She will Outperform Your Top Producer.
7. Expecting a “Graduation Date” for Your Training Efforts: Certificate Mentality Versus Learning Mentality.
8. Putting All Your Money in Technical or Skills Training Versus Human Side of Training.
9. Ignoring Doing a Return On Analysis on the Training Program You Invest In.
10. Viewing Training as a Commodity.
11. Expecting Training to be Easy and Comfortable