The truth about training

In our constant effort to optimize resources, have you ever wondered if training is truly a necessary investment?

To what extent can our perceptions about the cost of training work against us?

In the pursuit of efficiency and savings, we might fall into a dangerous trap: underestimating the value of training.

What’s worse, this tendency not only affects us personally but also impacts how we lead our teams.

The Common Problem

There is a common myth in many organizations: “Training is expensive and unnecessary.”

We become obsessed with cutting immediate costs, leaving little room for investment in development and, worse yet, for long-term growth.

But here’s the problem: this mentality not only affects us but also impacts how we lead.

By avoiding training, we stifle creativity and hinder the growth of those around us.

Projection of the Myth

What we believe about training, we end up projecting onto our team, creating an atmosphere of stagnation.

Cycles of Inefficiency

When we don’t invest in training, we fall into a loop of inefficiency that drains resources and increases stress.

Fear of Change

The perception that training is an unnecessary expense leads us to be resistant to change and, by extension, to innovation.

Climate of Stagnation

A leader who doesn’t value training creates an environment where development isn’t an option, stifling creativity and collaboration.

Organizational Stagnation

By prioritizing immediate savings over investment in training, we end up limiting the development of both ourselves and our team.

Real-Life Case

During the pandemic, a time filled with uncertainty, I faced a difficult decision: reduce costs to a minimum without affecting our clients or the job stability of our employees. I applaud the executives who, in the midst of this crisis, decided to avoid layoffs and maintain job stability.

Initially, we chose not to invest in training, thinking it was an unnecessary expense. However, this decision resulted in costly mistakes and missed opportunities, as our team lacked the updated skills needed to face new challenges.

Realizing this, when the pandemic was more controlled, we made a crucial decision: to implement a massive training plan. This plan included:

• Internal and External Training: We offered a variety of courses both within and outside the company.
• Development of E-learning: We created an online learning platform to facilitate continuous training.
• Employee Training: We encouraged trained employees to share their knowledge with their colleagues.

The positive consequences of this investment were notable:

• Improved Motivation: Employees felt valued and motivated seeing the company invest in their development.
• Increased Productivity: With new skills, the team could work more efficiently and make fewer mistakes.
• Fostering Innovation: Continuous training opened the door to new ideas and creative solutions.
• Team Strengthening: Collaboration and knowledge sharing strengthened team spirit and cohesion.

Lessons Learned

• Training is an Investment, Not an Expense: Investing in employee development brings long-term benefits that far outweigh the initial costs.
• The Value of Flexibility: Adapting to circumstances and being willing to invest during crises can make the difference between stagnation and growth.
• The Importance of Executive Support: Having leaders who prioritize job stability and team development is crucial for overcoming tough times.

The Traditional Approach

The traditional leadership approach tells us to be efficient and cut costs at all costs: no unnecessary expenses, no investments in development, always under control.

However, this style is a recipe for stagnation.

By trying to save on training, we end up creating a rigid environment where fear of change dominates and innovation is extinguished.

Seeking Another Approach

The key to escaping this trap lies in strategic investment.

When we understand that training is an investment and not an expense, we realize that the long-term benefits far outweigh the initial costs.

The same applies to our teams: if we give them space to learn and grow, we reduce inefficiency and focus our efforts on true development.

It’s time to leave behind the extreme savings mentality and lead with the understanding that progress is built with investment in training and development, not cuts.

Implementing the Solution

Practice Strategic Investment: When faced with the decision to train or not, ask yourself: “What is the cost of not doing it?”

Allow Learning: Give your team the space to learn and grow. Training fosters innovation.

Redefine Success: Focus on continuous development instead of chasing immediate savings. This will drive more sustainable growth for everyone.

Rolling Up

The best managers invest in training—for themselves and their teams.

A growth mindset does not share space with an extreme savings mentality.

If you want to improve efficiency in your company, write to me.