What motivations do teams have for completing training? 7 reasons we have been told.

Here are seven explanations we've been given as to why people do training. Let's look at each one and what it says about the organization and what you might do to improve your training ROI.

ByShon Isenhour, Eruditio LLC September 20, 2017

Why do people do training? What a great question to explore your teams motives as well as your own. Here are 7 reasons we have heard recently. Let’s look at each one and what it says about the organization and what you might do to improve your training ROI.

"My boss told me too…"

Let’s start with this common comment. On a positive note, at least the manager is providing training opportunities. Sometimes these participants are there as part of a manager’s communication plan on a new topic. We see training used to introduce new concepts and improvement philosophies regularly with the hopes that the trainer creates awareness and desire to move in a new direction. If you are using training as part of your communication plan for a new initiative, don’t let it be the first exposure. Make sure the attendee knows why they are going and why it is important that they develop this new skill. "What is important to my boss is important to me." Don’t put all of the responsibility on the instructor to create desire. If the manager shows the importance, then the trainer can feed that and create more knowledge per given training time. Other times the manager is just checking a box and "sending people to training." If this is happening, you are wasting training money, training time, and credibility. Just stop it.

"It’s in the budget so we have to do it"

这是上面复选框问题的变体,会导致训练浪费。创建一个培训需求评估,并找出阻碍你的差距。在此基础上,创建一个培训计划来解决这些差距。不要让孩子掌管饼干罐,制定一个计划。该计划是从培训预算中获得ROI的开始。

"It is a company paid vacation"

当我听到这句话时,我知道有人在打勾或花费预算,而培训属于一个可能会鼓舞士气的类别,但肯定不是一个学习事件。制止这种情况,制定并执行培训计划。

"Training is good for the team"

这只有在有人回来并做出更好的事情时才成立。如果他们不这样做,这对团队来说是不好的,因为他们必须在人们外出“训练”的时候收拾残局。

"Training is good for morale"

There are many studies that show training is indeed good for morale. Some even show that it is better than a raise. But, all this hinges on application of the training. In the training environment the student will get excited about the new information they learn. But, if they return and nobody will listen to them as they share what they learned and nothing changes to allow them to use the training, then morale will surely plummet. You will want to create a plan for how they are going to use the training as a whole and the specific learning objectives when they return. Enable their success and check in on them so that you can remove roadblocks.

"We have a learning culture"

这一个温暖了我的心。许多公司已经创造了一种持续学习的文化,在这种文化中,培训是持续的,而且是员工工作习惯的常规部分。这里的关键仍然是应用。我们可以不断地学习,但如果我们什么都不做,那么它的留存期就会很短,也不会带来任何投资回报。这造就了一个终身学习者,而不是一个持续的“进步者”。你创造的是一个39岁还在上学,拥有7个学位,一生中从未工作过一天的人。

"I enjoy learning new things"

What a great person to have on your team. Now let’s figure out how we can use their passion for knowledge to share with others as they continue learning. Can you let them be the aggregator and then empower them to distribute that knowledge to your organization? Could they be an internal coach, mentor, or instructor who boils down the lessons, and makes them site relevant for application?

In the end, to make your training dollar most effective, check these six boxes:

  1. Stop the nonsense
  2. Gap analysis
  3. Training plan
  4. Application plan for each training event
  5. Remove roadblocks to application
  6. Empower your enthusiastic learners to share

Shon Isenhour, content marketing, Eruditio LLC. This article originally appeared onEruditio’s website.Eruditio is a CFE Media content partner.

Original content can be found atblog.eruditiollc.com.