How to Significantly Decrease the Cost of Training

Decrease the Cost of Training

Like Any Business Process, You Should Look to Decrease the Cost of Training
If you are looking for a quick way to significantly decrease the cost of training – this is the place.  If you want to lessen the bottom line “cost” of training, you need to have a laser focus on providing measurable business value and impact.

Is Your Training and Development Impacting the People AND the Business?
Why?  Because the majority of corporate training does not quantifiably impact the strategic priorities of the company. And therefore, can often be completely eliminated or at least reduced.

Many Training Initiatives Can Be Eliminated
It sounds harsh, but:

  • We measured over 800 training projects, and only 1-in-5 participants changed their behavior and performance from training alone.
  • Our latest Training Measurement poll shows that 71% of respondents find training measurement either too difficult or too confusing to know if their training is making a difference.
  • Only 10% of respondents to a recent McKinsey survey said their companies’ frontline manager training is effective in preparing managers to lead.
  • 72% of business executives, according to Bersin, want a specific business impact from their training investments.

The Purpose of Learning and Development
Your goal as a learning professional – design learning solutions that have an impact on what matters most to the people and to the business. When training is designed to have a measurable impact, you should move full steam ahead. When training’s impact on the people or the business is ambiguous, think about eliminating or reducing it.

Six Key Steps to Make Your Training More Effective
Executives do not nitpick over the cost of highly effective and important training; they nitpick over things that do not appear to matter compared to other priorities. Here are the key steps to take to ensure that your training matters:

1.  Define the Business Need
The first step to decrease the cost of training is to clearly define the business goal, problem or need with key stakeholders.

2.  Identify Success Metrics
Identify the critical few (1-3) specific business metrics that you are trying to impact – i.e. revenue, margin, productivity, engagement, retention, loyalty.

3.  Calculate the Business Value
Determine the current and desired states for each metric and the business value of achieving the desired state – i.e. if we increase revenue by 20% we would create an additional $5m in profits; if we decrease attrition by 15% we would save $2.3m and meet 95% of project targets.

4.  Compare the Value
Calculate if the value of achieving the desired target success metric is important enough to pursue compared to other strategic priorities.

5.  Design the Approach
Decide if training should be part of the solution and what else you need to make the desired impact – i.e. strategic clarity, cultural alignment, process improvement, change management, technology upgrades, performance management, rewards and recognition, resources, coaching etc.

6.  Deliver the Solution
Assess
, design, implement and measure a holistic solution that makes sense.

The Bottom Line
We estimate over 50% of the time that training alone is not the solution to your business or people problem. When this happens, you spend ZERO on training and do not fall into the trap of wasting corporate money on irrelevant training. The other 50% of the time, you are developing learning solutions that impact the people and the business while contributing to the overall health and future success of the organization.

To learn more about more effective corporate training, download the Top 10 Warning Signs Your Training Function  May Be in Trouble

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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

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Cam Greig
Associate Director

Roche

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Human Resources Manager

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

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

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

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HR Director

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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Firmware Engineering Manager

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Vice President, Information Technology

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

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Mike Normant
Learning & Development

ebay

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Vice President, HR and IT

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.

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Director of Human Resources

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HR Manager

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.

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HR Director

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Cindee Van Vleck
Director Human Resources

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