No really I mean it! How much money are you spending (wasting) on training and what kind of results are you getting for it? I would guess in a lot of cases you probably are breaking even or getting something, even an intangible, like managers feeling good about themselves that they offered a program. What are you really getting? I know most of you measure training at some level but is training always the solution?
What about all the times you don’t get back what you put in? Or even more accurately, you are training the wrong thing or there is a different solution that is more appropriate. The answer wasn’t training at all. But so many people are so quick to just say we have a problem, let’s train them on how to do it right.
Here is a 4-step approach to determine if training is the correct intervention.
1) Analyze the issue – Look at it from a variety of ways. Is everyone doing the process, skill, and behavior incorrectly or only a few? Were they able to complete the task properly in the past? What has changed? In other words do a detailed analysis of the issue.
2) Decide on an appropriate intervention or response – Don’t fall for the training will fix everything line. It doesn’t, it shouldn’t, and it won’t. Look at the task, the process, the environment and everything else that will touch the issue.
3) Implement the intervention/solution – Come up with a plan. Map it out. Build in milestones where you will able to tell if it’s working or not. Don’t forget to build in communication. That is where most interventions fail or fall short.
4) Evaluate the intervention/solution – The evaluation can be as simple as monitoring a measure you have set up or as detailed as looking at ROI, Benefit to Cost ratios and Break Even analysis.
Remember, don’t throw training at every situation. Sometimes the solution can be quicker and simpler and more appropriate. Keep it all in perspective as to what you want to accomplish.
What do you think?
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