How to Get The Best Results From Your Training Budget
John Wanamaker is famously quoted as saying, “Half the money I spend on advertising is wasted: the trouble is I don’t know which half”. Spending on training may seem like a similar dilemma, but there are ways to provide more clarity.
How should we select the training provider – what are some of the things we should be looking for? What are the things we should be careful about. How should we instruct the training provider to make sure they are totally clear around what we want to achieve? How do we measure the results of the training?
When do we need training? What is the spark within an organisation to identify gaps and get the training ordered? What is it we don’t know about what we don’t know about those gaps? How do we make sure we haven’t missed something important in our considerations of how to achieve our results?
Who should we train? When should we give them training? How best to communicate the fact of training, so that the maximum positive attitude is present in the classroom? What preparation is needed before the training?
What about post-delivery follow-up training? When should we do that? When do we need to repeat the same training? What other training should we consider?
How do we keep building a learning culture in the organisation?
All of these questions are covered in this Free Report. Reading this report will enable you to make the best decisions about how to make training the “powerforce” generating the outcomes you require.
Typical Training Company Failings:
10 Things To Avoid
- Selected because they are the friend of the training sponsor
This happens a lot in Japan where personal connections are so important. Few countries have regular Elementary, Middle School, High School or University classmate gatherings like Japan. There are so many favours owed, personal obligations in play, the personal needs can supplant what is best for the business. You get a selection process that is sub-standard and not rigorous enough. The price of the training may seem cheap but the time and opportunity lost are expensive.
- The training delivered is different from what was agreed
This usually occurs because the trainer has not been properly briefed about what are the expected outcomes. Poor internal communication systems are at fault here and the client suffers. The training company sales representative talks to you and then they instruct the trainer. Sometimes this leads to poor communication and a variance in delivery that does not produce what you expected.
- The trainers are uninspiring
The trainer selection process, train-the-trainer process, induction process, trainer evaluation and testing process are non-existent or not working well. The lack of professionalism signals substantial, habitual weaknesses in the training company. As a consequence, everyone is put to sleep and no value is provided.
- The training is overly theoretical
Highly complex constructs are often camouflage for a lack of depth. This problem seems especially prominent in Japan. Baffling people with charts, diagrams and equations is often a crutch to overcome the fundamental weaknesses of the curriculum. Training which leads to immediate, tangible, practical benefits works best.
- The training is delivered solely as lecture
Japan has a lot of respect for the “Sensei” so sitting there unquestioning and being lectured to is a standard format. Unfortunately the actual learning going on is limited. Being told what to do is one thing, but being told WHY is critical to understanding and retention. Interaction with one’s peers and the sharing of their experiences offers a source of rich real world learning. Being asked to think about what you believe is also very valuable. Just sitting there being spoken at is a very limited pedagogical method
- The content is not original, just stuff cobbled together from the internet or wherever
Original training curriculum development is expensive in terms of both time and financial resources. It is much easier to “cut and paste” but the fundamental depth and quality is not there.
- The training content, structure and delivery methods have not been tested in learning labs before being released.
This is a totally unregulated industry and anyone can offer their services as a trainer. Before any training should be available to the client, it needs to be tested in laboratories, tested with real participants, refined and updated based on actual results. If you the client are the test bed, then this is very expensive training. Don’t unwittingly be part of the training company’s development process for new curriculum.
- Be careful about the latest “fashion” in training
It is often based around the latest best seller. A lot of people hoping to make a quick buck jump on the bandwagon and make a big splash. Two years later the best seller and the training have both faded away, never to be seen again. Look for content which is solid, well tested and proven to work.
- Watch out for the “Bait and Switch”
This is what happens when the “star” trainer does the preview, the demo or the first class. Unfortunately the rest of the trainers doing the follow up, are not in that league and the quality really varies, according to who is delivering the session. Consistency of service is a challenge to all businesses but is essential in the training industry. Make sure the trainer quality is consistent and reliable.
- Training Japanese Staff in English
“Everyone speaks English, so we can bring in trainers from overseas”. This linguistic confidence is usually in total contrast to the reaction of the Japanese speakers taking the training. The foreign trainers use idioms which are hard to understand, speak with accents that are unfamiliar and speak very, very fast. Flying trainers in to only get 50%-60% comprehension is really expensive training in terms of cost, the opportunity cost of the time and value lost. We all read and process the materials faster in our own language and the comprehension levels are 100%. So using professional, competent, bilingual/ bicultural trainers or fully qualified native Japanese speakers, dramatically improves the results.
Our Free Report also includes:
- Choosing Training Providers: 20 Key Things To Consider
- 8 More Things To Consider
- Get What You Want: 4 Ways To Evaluate The Training Company
- Key Issue – Getting Value: Price Versus Cost
- Best Practice For Instructing The Training Company
- When To Consider Training: 23 Obvious Things To Focus On
- 11 Not So Obvious Things To Focus On
- Best Practice Internal Communication About The Training
- Selecting Key Participants For Training
- Participant Preparation
- Follow Up Training Guide
- When To Repeat The Same Training
- What Other Training To Consider
- Building A Learning Culture In The Organisation