Imagine you needed to have an operation. Would you ask a surgeon to give up his day (unpaid) to explain how he will do it and then send him away and ask your HR Director to conduct the procedure?
Recently, an article in a business journal caught my attention. It explained how organisations could provide ‘Training on the Cheap’. They advised inviting suppliers to pitch for non-existent work in order to ‘piggyback’ (take) their ideas. Despite the ethics issue, it seemed crazy that they would consider rolling out important training in this manner.
At Appetite we are always looking for ways to make training more cost-effective and ensure we practice what we preach for our customers.
We’ve been working for many years to develop the knowledge and facilitation skills that we use to ensure learners get the best from every training interaction provided by us and this type of experience cannot be translated in just a pitch.
The best professional learning providers don’t just give your organisation exceptional and impactful learning and development, they are able to anticipate your future needs, guide and consult on the latest advances and help your people work at their best performance every day. As with everything in life, there is a crucial difference between cheap and doing it yourself and good value.
The result of doing it yourself – not surprisingly, will be a difficult implementation with multiple user problems post-implementation, unhappy unproductive users and a delay in benefit realisation.
Our experience has shown that we can avoid this and get committed, enthusiastic user adoption right from the start by:
- Working to understand user needs relating to changing their process and the implications of this for training
- Engaging and communicating with those users about the change.
To be effective, training does not have to be expensive, but the dividends can be enormous. The key is to pick the correct training for your business. It’s really that easy.
There are 3 basic rules to follow in selecting training that both works for you and fits with your budget:
1. Know what is required. It sounds simple, but for many it is extremely difficult. It’s all about focusing on the areas where you will get maximum impact and it comes back to asking the right questions and selecting the right training.
2. Know your budget. We’re here to help people. So we’ll check what you can afford and let you know what we can do for that which will be flexible, relevant and not blow the budget. If you don’t need bells and whistles, we won’t give them to you. It is about building long-term relationships with clients, and that’s about trust.
3. Decide what medium you want to use and which also best suits the business requirement and will obtain the optimum learning results. This could be face to face, webinar, VC, eLearning.
Firstly, training should be engaging and relevant. Secondly, it should educate so trainees learn the material and thirdly, it should be repeatable outside of the training room and allow them a quick resume to work as normal.
These questions sound simple because they really are. The answers may make the difference between people learning and understanding valuable material or wondering an hour after the training what, if anything, they “really” learned.
The true value of something is not monetary, it is what you take away from the experience and the truth of the matter is it pays to get it right first time.
This is how organisations make change an integral part of the culture – this is what we do.