|Image Credit: Office.com|
The trend is more than obvious. Corporate executives and leaders have a completely different set of expectations from training today. The success of any training workshop or learning team depends on their contribution primarily in the following three aspects:
It does not matter who owns the training function – the internal learning and development team or the external professional company, there is cry for change. From the management’s perspective, it is more a cry for change than cost. The company bleeds even more by making training mandatory like a mechanical robot being fed with data. Training should be viewed as a great tool to bring organization change by transforming available talent. Sadly, many firms conduct training to keep their jobs, fill reports, boast about coverage and launch programs based on what is going on outside, rather than inside.
If training is not able to create value, it is an expense and if it can drive improvement in revenue, productivity and performance, it is definitely good investment. Even worse, if a company's strategy is to hire a professional training company for leadership training and let the internal training teams handle the standard soft skills training for the rest of the crowd. This is such a primitive approach - when will company think about value based training rather than role based?
If you have a hundred member training team taking care of technical, behavioral and leadership trainings and your organizations is still stuck at USD X revenue for the past five years, what will your next step be? The need of the hour for every professional training company and training team is not to run courses and marvel at the various medium that technology offers the learner but to understand the true needs of business and focus on results.
The key word in today’s training language is transformation. Is your training team ready to deliver that?
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