The Answer to Boosting Talent Is Probably Not Training

a compass points to the word "Answers"

Let’s say you have been charged with boosting the workforce performance at your organization. There is a hiring freeze so you have to lift the capabilities of your current talent pool. Most assume (to the collective tune of over $100 billion spent on corporate training per year) that the best course of action is to conduct more training programs.

But we are here to tell you that training on its own is NOT the answer.

Yes, we are a consulting and training company. And we love improving skills, changing behaviors and increasing performance. So why do we believe that training alone is not the answer to increase performance?

Because we have completed over 800 training measurement projects and learned that only 1-in-5 people change their behavior from training alone.

In general, for training to work, it must have high relevance, clear success metrics, identified skills and behaviors, targeted goals, effective training measurement, consistent performance monitoring and frequent coaching so that it is actually applied on the job. Otherwise, training is just an exercise in “checking the box” and spending hard-earned money with no real business impact or performance return. Ideally, training, just like any other business investment, should be conducted only when it can impact meaningful business results that matter.

Our organizational alignment research found that Talent accounts for up to 29% of the difference between high and low performing organizations. Investing in developing a workforce that can create a unique advantage for your company is certainly smart. But you need to do it right.

Assess and grow your talent by following these proven steps:

  1. Start with Strategic Business Clarity.
    Evaluate your strategic business priorities and be clear about the specific business metrics you want to move. Otherwise you are operating in the dark with no business priorities to tie your talent management or training strategies to.
  2. Create a Talent Management Strategy that is Aligned with the Business Strategy.
    Once your business strategy is clear and you have shaped and aligned your high performance culture for that strategy, it is time to focus on an aligned talent management strategy – how you attract, develop, engage and retain talent that fits your unique situation. Take a close look at and prioritize the most important current and future strategic jobs, skills, and people.
  3. Focus on Talent Contribution.
    An effective talent management strategy focuses on how your unique approach to talent will accelerate your strategic plan. Gain agreement from all stakeholders on how your current and future employees will best contribute to your company’s competitive advantage. Then create a believable and implementable plan to make it happen.
  4. Be Strategic About Talent Development.
    Plan an overall talent development approach that includes a training needs assessment of current talent, a development program to support critical skill gaps, and the building of management skills that can sustain high performance through reinforcement and coaching. You need both a short- and long-term plan that integrates people practices with strategic success.
  5. Differentiate Your Top Talent.
    Top companies know that different people contribute differently to organizational success and treat top people differently. Make sure that you disproportionately invest in your high-value and high-performing employees. They are the ones who can sustain your competitive advantage. Ensure they feel valued for their contributions. Make them feel special. Keep them challenged, engaged and retained.

Don’t be the organization that continues to waste dollars each year on training and development programs that fail to produce tangible behavior change or business results.

Read the Top 5 Training Function Mistakes to Avoid at All Costs

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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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