Transformational Training

The ROI of Training

All companies want training. A few minutes on-line will confirm that good training delivers massive ROI, retention, and increased motivation, performance, teamwork, customer-facing skills and communication.

It also enhances leadership and management skills.

If you ask almost any company what their problems are, they’ll tell you

  1. Communication
  2. Leadership and management challenges
  3. Customer service/sales deficits.

Why Companies Don’t Train

When you ask why companies don’t train, there is also a predictable set of answers.

  • No one has the time for training.
  • So much training is bad: lecturing, yakkety-yak, boring etc. People tune out.
  • One-and-done training that doesn’t change behavior, but that is what is on offer.

A Basic Cost-Benefit Analysis

A basic analysis soon reveals that the many benefits of training far outweigh the work of finding good training, and the few hours that great training actually takes.

However, training will always fit into the “important but not urgent” category. It’s like looking after your teeth. It’s a routine procedure that has to get done or it becomes a crisis as your best people or customers leave, performance drops or conflict erupts.

The Solution

Nearly all companies would like a large amount of learning for very little cost, in the shortest time possible. Let’s call it  a “half-hour, fifty-cent MBA.”

We’re getting there. Not quite, because the brain can only process a certain cognitive load in a given amount of time. It takes time to move material from introduction to long term memory (which results in behavioral change). But if you know enough about learning and training methods, you can mix interaction, idea-sharing, team involvement, layers of interaction and long-term meaning. You get this through fierce discussion, peer-to-peer training, 1000 different strategic approaches to learning, and tactics like great gamification (the non-technological kind works best).

So a great design is a two hour group work each month, with a 15 minute individual pre-work and a 15 minute individual post-training consolidation afterwards. That forms a great whole: alert, explore and consolidate.

But it has to be excellent. The pre-work must be quick and relevant. The two-hour session has to be a blast of engaging activity, focused tightly on competency-based learning points, but run as a structured whirl of engaging discussion, games, quizzes, games and activities that are deeply satisfying and challenging to the participants.

The post-work has to pop up in a user-friendly way, on-line, and it has to get done. (Inside a 72 hour window, post-work merely uses short-term memory, so the post-work needs to be done more than 72 hours after the group training, to ensure that the material transfers to long term memory and therefore to behavioral change.)

For examples or a demonstration, contact Glynis@c-psolutions.com or 813 598 9184.

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