You’ve decided to invest in your people... Now what?

Have you recently concluded that your organization and its members could use some outside help in navigating the workplace? Maybe you’re struggling to keep valuable teammates on board during this period of exceptionally low unemployment. Or shifts in your industry mean some of your workers need to pick up new skills quickly. Perhaps you find yourself refereeing interpersonal or intergenerational conflicts more than you should. Whatever the reason, if you’ve decided to invest in your people through training, congratulations! Now what???

Committing organizational resources can be tough, especially during uncertain economic times. There are so many approaches to training and development; how do you know which is best for you and your team? Let’s take a look at the various options, each of which has its pros, cons, and best applications.?

In-Person Group Training/Workshops: Probably the most common form of training (especially pre-pandemic) is a classic for a reason. Numerous studies highlight the value of face-to-face instruction for engaging and challenging learners. While the content can focus on a generalized area (e.g., workplace conflict, evaluating performance, etc.), live instructors can draw on your organization or team’s specific context for examples and/or exercises that tie the lessons to the learners’ own experience. Great instructors can even do this on the fly in response to questions, comments, or even participants’ non-verbal feedback. In-person training can be more expensive than prepackaged courses, though group sessions can bring more “bang for the [training] buck.” If your needs lie in group dynamics or tangible skill-building, in-person with an experienced training provides the best option for ensuring learning.?

Virtual Group Training/Workshops: During the COVID-19 pandemic, a lot of training shifted online through platforms like Zoom. While virtual delivery reduces the costs associated with bringing a trainer onsite and other logistical elements, learner engagement generally decreases as participants give into temptations to multi-task or simply choose not to pay attention. Interpersonal interactions can also suffer in a virtual environment, so topics dealing with those dynamics are not ideal for these sessions. The major benefits of virtual training lie in its reach – participants can join from anywhere with an internet connection – and its low costs, especially when using off-the-shelf programs. If you need only to convey information to a group or provide updates on existing knowledge, virtual can be a cost-effective approach.?

External vs. In-House Trainers: The decision of whether to use outside professionals or to rely on members of your existing team is one of the most challenging decisions when planning training and the most dependent on your particular circumstances. Unless your organization is large enough to justify having its own dedicated training team, you may have to weigh between subject matter expertise, industry/organizational knowledge, and teaching ability. Be careful not to underestimate the importance of that last piece: we have all sat through a PowerPoint slide presentation that well-intended but excruciatingly dull and, therefore, ineffective. At the same time, external trainers may not understand your work context sufficiently to connect their lessons with your team’s lived experience. However, by combining stellar teachers from outside with experienced insiders, you can boost the impact of every training. When considering bringing in external trainers, be sure to look for those who prioritize consulting and collaborating with your team’s subject matter experts before creating lesson content.?

What About Non-Group Training? Sometimes the issue you are addressing is more individualized: a newly promoted supervisor struggling with their transition from individual contributor; a departmental sub-unit facing major changes due to organizational realignment; or changes in performance from previous team all-stars. There are various options available to you ranging from one-on-one coaching to virtual on-demand advising to how-to books on pretty much any workplace topic. The utility of each of these depends on the specific context. Directing an employee dealing with a challenge currently affecting the workplace to “go read so-and-so’s book” as an improvement exercise is cheap and quick…but also probably not very effective. And, while coaching is most associated with executive leaders, it can be a tremendous tool for developing future leadership, one that can come at a high price.?

Training that brings the right lessons at the right time in an environment conducive to learning is invaluable and should be part of every organization’s overall strategy. After all, the only thing certain about our working world is that it’s always changing, which requires new knowledge to navigate. Before you invest in training for your team, take the time to consider:?

• Why do we need it? Do a little root-cause analysis to be sure the training will actually address what’s really driving that need.?
• Who needs it? Too many organizations are willing to invest in senior leaders while expecting the rest of the organization to acquire new capabilities on their own. As the wise one once said, “an ounce of prevention is worth a pound of cure.” Capability gaps and interpersonal skill issues rarely resolve themselves and tend to get out of control quickly when not addressed.?
• When do we need it? Understanding whether you’re dealing with an immediate crisis or want to invest in long-term development can help in determining who is best placed to create and deliver the training. You may even benefit from a train-the-trainer model to maximize the return on your training investment.?

Not sure how to proceed? Consult an expert! At Tractus, we have decades of training experience and practical knowledge of organizations in a range of spheres: private, public, non-profit, flat, hierarchical in all shapes and sizes. We’re happy to discuss training and development options that fit your organization’s needs.?

TIP OF THE MONTH: Look at a trainer's credentials

More and more organizational leaders are considering executive coaching for their managers. In fact, we highly recommend it as it helps managers release their full potential, which in turns increases employee engagement and retention rates. But be careful, not all trainers who offer coaching services have been professionally trained in the art and science of executive coaching. Ask your future coach if they hold a certification from the International Coaching Federation, a non-profit that sets and promotes professional coaching credentials and standards.

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