Top 5 Training Strategy Mistakes to Avoid

Training Strategy Mistakes to Avoid

Training Strategy Mistakes to Avoid
Experienced learning leaders know there are 5 top training strategy mistakes to avoid.  Good learning leaders start by creating a strategy that outlines clear and compelling choices about where to play and what actions to take.

Winning Training Strategies Make an Impact
Done right, a successful training strategy sets a learning and development function up to perform beyond just the sum of its parts.  Without a clear direction, your training function may tactically achieve some short-term wins, but it will fail to garner the ongoing trust, support and results required to make a meaningful impact on the business, your career and your key stakeholders.

Many Different Paths to Training Strategy Success
We have seen many different paths to creating a successful training function. In our experience, however, there are 5 main strategic approaches that differentiate one training function from another.  One direction is not necessarily better than another.

Top 5 Training Strategies and the Related Training Strategy Mistakes to Avoid
The key to avoiding the top five training strategy mistakes is to identify and stick to a core focus that works in your specific environment and addresses your most pressing business and people needs. A successful training function, however, always aligns with the company’s business strategy, organizational culture and talent management scheme.

1. Skill and Development Focus

  • Strategic Purpose: To develop and maintain skills of target employees to improve career development, engagement and productivity
  • Training Strategy Mistakes to Avoid: Assuming that a lack of skills, competency or knowledge is always the root cause of the problem
  • Examples: GE’s Management Development Institute in Crotonville, New York or Accenture’s Corporate University in St. Charles, Illinois

2. External Customer Focus

  • Strategic Purpose: To deliver technical skills and knowledge to customers, vendors, suppliers or partners to increase loyalty, mind-share and adoption
  • Training Strategy Mistakes to Avoid: Assuming that it will be easy to keep product and service information accurate and up to date and that programs created without instructional design expertise will be effective
  • Examples: Cisco’s Certification or Microsoft’s Customer Education Programs

3. Change Management Focus

  • Strategic Purpose: To enable organization-wide change and transformation
  • Training Strategy Mistakes to Avoid: Lack of top management support and direct involvement and thinking that transforming corporate cultures, structures and processes will be easy

4.  Strategic Business Focus

  • Strategic Purpose: To support the design and implementation of key strategic initiatives
  • Training Strategy Mistake to Avoid: Thinking that anything other than a high fidelity action-learning approach will suffice or that it is too difficult, expensive or time consuming to measure skill adoption and business impact
  • Example: Motorola’s roll-out of their quality initiative and expansion into Asia

5. Research Academic Focus

  • Strategic Purpose: To be at the forefront of future needs and approaches
  • Training Strategy Mistakes to Avoid: Assuming that you can replicate research labs and universities dedicated to research and experiment

The Bottom Line
Before you make your first training move (i.e. training systems, resources, processes, programs, people, content, budgets, etc.) to meet the ever-increasing demands of your stakeholders, make sure that you and your executive team agree on the fundamental purpose of the training function and how it directly aligns with the corporate strategy.

For if you and your key stakeholders do not agree on the motivations and long-term reasons for your learning and development function, your chances of success are slim.

To learn more about training strategy mistakes to avoid, please download the full article: The 5 Most Common Training Function Strategies and Key Mistakes to Avoid

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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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