What is Wrong With Corporate Training and 5 Immediate Things to Do About It

Wrong With Corporate Training Bear Flying

What is Wrong with Corporate Training Today?
Unfortunately the above picture is worth a thousand words.

  • Not only is the bear doing something it is not meant to do (how many of your employees are in the wrong roles?)
  • But the bear is obviously panicked to try whatever skills it just learned in a recent training (how many training participants are not prepared or afraid to try their new skills back on-the-job?)

It Appears the Same is Wrong with Corporate Training.
Too many instructional designers and training practitioners do not take the steps necessary to accurately assess:

  • What training is needed
  • Who should be trained
  • Why it matters to the participants, their bosses and the business as a whole
  • How to roll-out the training

The bird may have taught the bear a new behavior well, but the new skill is absolutely useless for the bear if the objective is to catch more fish.

Five Proven Steps to Improve Corporate Training
If you are in charge of learning and development at your company and understand what is wrong with corporate training today, you had better be sure that you:

  1. Business Objectives: Establish what business results you and the management team are looking for and why.
  2. Skills and Competencies: Determine if training is the answer and, if so, what critical few skills and competencies are required to consistently deliver those results.
  3. Assessment: Conduct a meaningful training needs assessment so you know who needs the skills you have identified.
  4. Follow-through: Ensure there is follow-on support and coaching to ensure there is a transfer of training back on-the-job.
  5. Reinforcement: Create the processes and systems that encourage the desired behaviors including an ongoing training measurement system to keep everyone accountable and track progress.

The Bottom Line
Set the climate for learning before and after any training so you train the right people with the right skills to make the right difference.  Otherwise, do not expect behavior or performance change.

To learn more about taking your corporate training to the next level, download the Top 5 Training Strategies and Key Mistakes to Avoid

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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.

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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Intuit

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