No one is averse to providing training. With new generations of workers becoming harder to engage and retain, arguably there has never been a greater need for it. But the key question to be answered is about return on investment, particularly when you’re paying for expensive external training courses.
It’s easy to see the impact of low-level training: “Brian is now proficient in Microsoft Excel”. But it’s much harder to gauge the return on more sophisticated programmes and that’s not always the fault of the provider. Looking back on over ten years of business culture change in Africa, I can see three common barriers to effective talent development through external training.
First and foremost is a lack of relevance in the training content. Most training is generic, but most workplaces are not. Particularly now that digital transformation requires employees to apply their learnings through their company’s technology to do their job differently.
Second comes insufficient follow-up when the employee returns to the workplace. Most of us will recall, at some point in our careers, returning from external training to be asked ‘did you have a nice holiday?’. Training courses provide concentrated bursts of learning within a limited timeframe. Without proper follow up from managers - taking an interest in what candidates have learnt and how they intend to apply it - learning will fail to take root.
Third comes the old enemy of progress that lurks in every workplace: resistance to change. Rigid procedures, limited resources and a culture of ‘we’ve always done things this way’ will derail the most passionate learner.
So, what can we do to begin to overcome these obstacles? Firstly, I would explore the possibility of creating your organisation’s own training content. People who work in departments know what they have to do, and understand the challenges and opportunities that presents. So, they are well placed to begin the process of creating low level training that will be relevant to their colleagues. In fact, many of them will enjoy the experience. And with modern technology, the delivery of ‘own content’ through an online Learning Management System is now pretty affordable.
When it comes to external training in higher skills like leadership, change management or sustainability, it’s better to send a group of relevant employees than a lone pioneer. When they return, the group can be set a real business challenge to address by applying their new skills. Effectiveness - or wasted investment - will become immediately apparent.
Chris Harrison leads The Brand Inside
www.thebrandinsideafrica.com
