“TRAINING”…..a love/hate relationship

Everyone agrees “training” to do almost anything in life is critical. No one jumps out of the womb being a qualified physician, lawyer, teacher or….salesperson so why is training routinely placed on the back burner? The process of “Training” has been a part of our fiber as human beings for as long as we’ve been on this earth and for some reason it’s afterthought regarding it’s importance. One of the greatest challenges the training profession has to deal with is this whole idea of “How Do You Measure Training Efficacy”? Yes, there are ways you can gather certain metrics on the impact of certain training initiatives….but in most cases those metrics can be subjective at best. Being in the sales business for as long as I have I know what’s important to me and I’m sure many other sales professionals can concur is “Sales Results”…concrete numbers/black & white statistics. Most sales professionals are not too interested in the warm and fuzzy numbers or what I call “grey area statistics”….we are driven on quotas, sales numbers, and widgets sold. Training obviously can aid in making those sales numbers happen based on improving a person’s competency, but the argument has always been is it the training that contributed to that person’s success..or is it the person’s “god given talent”.

I am an advocate for “Training” partly because I’ve been in the training profession, however, I’m struggling on how to bolster training’s importance in business and why it should be a HUGE priority…because it truly helps others to succeed!!!

During our upcoming show we’re going to be speaking with an expert in the training field and bringing some perspective to the importance of placing the art form of “Training” in its deserved spot…#1.

Please join us for an informative yet inspirational show!!

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5 responses to ““TRAINING”…..a love/hate relationship

  1. Training, and the implementation of training processes and programs, have become quite challenging. Having the money to conduct such training (recource material, professionals in the field, time to conduct training, etc.) has pushed it back on the priority list. Fortunately, technology has advanced in such a dramatic way that training can be conducted anywhere, at any time. But, more important than conducting the training, a company needs to establish parameters and criteria that will gauge the impact on those being trained. A good organization will build training into the tasking of the employees, as it is important to put training into practice; train like you operate.

  2. I agree Dale! First, thank you so much for reviewing my blog and you always provide great commentary on my entries….so thank you again!!

    I can’t agree with you more it seems to always be a resource/financial issue…however my question still stands as to WHY does training get short changed financially? Why is it that training doesn’t get the percentage of expenses on the audit sheet?
    I agree with your last point as well: “But, more important than conducting the training, a company needs to establish parameters and criteria that will gauge the impact on those being trained. A good organization will build training into the tasking of the employees, as it is important to put training into practice; train like you operate”.

    • I think companies still see training as important. Their hands are tied, however. MONEY!! But, if they take a few dollars and harness the technology that exists for training across multiple platforms, and implements a ‘hands-on’ approach to training in the field, they will put training back on track. Companies should appoint certified trainers who can partner with individuals and teams to conduct field training on-the-job. Laterally, these individuals would work with supervisors and middle managers to strenthen the organization. I think the days of classroom or seminar-oriented training are behind us; and, for good reason.

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