The Cost of Training

Hi all.

Something we hear all the time is also something we say all the time – that is “The cost of training is way to high”.  Lets think about that for a moment or two…

What is the cost of not training?  How much business will be lost, how many processes will not be completed, contracts not won and/or faulty widgets produced because training was not provided.  It’s a no brainer – Right!

Well sadly no it’s not, the idea of paying for training is the hardest barrier to overcome for all of us.  Business owners try everything in their power to reduce the cost of training.  Solutions ranging from in-house training (reinforcing embedded flaws) to accepting high employee turnover rates until the person with the right skills is found are all commonplace.  What is the problem with paying for a professional trainer to provide the knowledge and skills that a business needs to move to the next level and/or outperform the competition?  Well, although the argument is simple – the answer is quite a bit more complex.

Ultimately the Return on Investment (ROI) argument is clearly understood by just about everybody.  What is not always clear is the time it will take for that ROI to start to appear and just what it will look like when it does appear.

A frequent misconception is that a single training intervention, a workshop or a formal training course, will start to produce almost instantly enhanced organisational competence. I think we all know that it does not   – cannot – will not.  The knowledge and skills transferred through training will take time to become embedded in a business, the trained person will take time to master the new skills and the additional knowledge learned by using the new skills.  Co-workers will also take some time to adjust their working processes and procedures to make room for changes stemming from the training.

Training is a seed – it will take time to grow, it will change the environment in which it grows and it will produce fruit for the people who planted it.  It just needs a little time and some nurturing before the benefits can be harvested.

Coaching and Mentoring is a great way to prepare your organisation so that it can help  training interventions take root and to grow.  A professional Coach will use their experience and knowledge to help managers drill into reserves of creative and innovative approaches that have been buried in favour of templated solutions that save time and that don’t rock the boat.  A mentor will tease out ideas, provide a reflective sessions during which realisation can be achieved, and allow knowledge and skill to bolster confidence.

Training is the start point – Coaching and Mentoring are the preferred way to make sure that the ROI is achieved and is measurable.

http://www.pgsfocus.com

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