WHEN TRAINING TAKES ROOT … THE VALUE TO YOUR BUSINESS IS CLEAR!

WHEN TRAINING TAKES ROOT … THE VALUE TO YOUR BUSINESS IS CLEAR!

There’s a simple line item on the annual budget that tends to be one of the most contentious or most frequently overlooked. Training. Much of the wrangling usually centres on the value, perceived worth (not the same as value), the time investment, the effort and so on of the training. But having employees with the latest skills creates a competitive advantage and an innovative culture within your company and will ultimately add real ‘value.’

Some companies view training simple as a way to gain the maximum number of BEE points or as a useful tax write-off. We believe it’s an inherent part of the DNA of any successful company.

DO THE PREP

It’s best to be prepared. By doing some work upfront, your employees will have a better understanding of what will be covered and can formulate their own ideas and questions around the concepts.

Set goals

A lot of employees are not keen on training. But you should encourage them to make the most of the opportunity. One way to do this is to set goals; like what they expect to get out of the training, how they will implement learnings, and what concepts they would like to cover during the sessions. Assess your own goals and expectations too. What will you do to ensure that the learnings are inculcated into the thinking of your organisation? You may even need to set aside further time for peer coaching, case studies or presentation to ensure that what has been learnt takes root.

SET ASIDE THE TIME

Finding the time to dedicate to training is never easy. But once you’re there, you may as well engage wholeheartedly. So set up out-of-office messages on email and make sure all phones are turned off. A phone is one of the biggest distractions during training time. After all, who would rather aimless scroll through their Twitter feed, if it means not having to engage the brain.

When you look at setting aside time for training, remember to include post-course learning and the how long it will take to set up the structures needed to ensure that your teams are actually implementing the learning.

ACTIVELY LISTEN

Do you know how to actively listen? Successful learning means becoming part of the conversation. Clarifying points, asking questions and yes, even arguing with the trainer (or discussing as some of our feisty learners like to phrase it). Actively listening is a vital component of being able to receive information, process and understand it and then store or question as needed.

MAKE IT PERSONAL

You have to make it personal. You need to relate the coursework to your every-day tasks. Without bringing it home like this and understanding the relevance, it is very difficult to embed new concepts and ways of doing things into your memory. Peruse all the course material and discuss how concepts can be related to the various activities undertaken by team members.

DON’T STOP WHEN THE TRAINING ENDS

To cement the learning make sure that post-training work is done. This may mean a quick test, practical work, or an assessment by the trainer or yourself. This work is heavily dependent on the role, learning and person, but without this kind of follow-up the training will exist in a vacuum, and may lose its relevance.

Peer coaching is a highly effective training method. This can be handled in any number of ways but the simplest and easiest is to set up a quick ten-minute active learning session every day, where two of your team members get together to talk through a concept and check their understanding and learning. It’s simple, easy and quick.

A last word. You can put every support possible in place to make your employees’ learning path worthwhile, but you won’t see the results unless they have ‘bought into’ the idea. So get their commitment and buy-in from the start!

Reference:

Jules Newton – Founder of Avocado Vision (Your Business)