Looking to Waste Money on Training? We Know How
It is all too
easy for organisations to get a poor ROI on their training and development
programmes. Common mistakes and
insufficient preparation can make you feel like you just threw money down the
drain; do you want to do that?
You, too, can make sure you waste time, money and energy on training
whilst also irritating your people by following these 8 tips.
1) Don’t get support from management
The HR or Learning & Development departments should be the
only people involved in deciding on the need for training and developing
the courses. Everybody else is busy running the business and doesn’t
have time to think about preparing for the future.
2) Make sure it’s didactic, lecture based training
Adults don’t need to be engaged or have an opportunity to
practice new skills. Long, detailed PowerPoint slides show
“professionalism” and, even better, can be printed and used as a
“take-away” that will fill desk drawers for years to come.
3) Don’t think about doing any follow-up
It’s up to the individual learner to consider how they’re going
to put new knowledge and skills into practice – they’re grown-ups and
should be able to work it out for themselves.
4) Don’t worry about how you’re going to measure change
Especially if you’re working on “soft” skills it’s very, very
difficult to get “hard” data on the impact the training has made. This
means it’s not worth even trying.
5) Understand that people need to be able to stay in touch at all times
Your people are so important that they can’t be expected to spend
more than a few minutes in a training (or any other) environment
without checking their phone/email. In any case, multi-tasking is an
important skill so expecting them to focus exclusively on what’s
happening in the room is crazy.
6) Don’t tell their bosses what they learned
Their bosses should not be bothered as training is something that
happens only in the training room. It’s not the bosses’ job to support
people as they try out new skills or hold them accountable for making
7) Don’t identify the reason for the training
Vague expectations like “improved” communication skills” or
“better business acumen” should be enough for your developer to work out
what you want. If they want to spend time with you to understand your
objectives find someone less needy. If it turns out they focus on
something that your people don’t need then that’s their problem and you
just won’t use them again.
8) Treat external providers as a commodity
Always remember that the most important thing is not what
difference the training makes (remember you’re not going to measure
change anyway) but the cost of the training – focus on that and you’re
bound to be successful. How much should it cost to tick a box anyway?