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Formation and training
Five errors about training
On the basis of own experience I can tell, that training is perceived with the mixed feelings. From the point of view of financial directors, it is often considered as a source of costs which it were to be born no as a recoupment of investments not obviously. For the manager on sales or the head of group the word "training" gives rise to dissatisfied questions more often, in the majority they sound as «Training? Why I? What have I made not so?»
However commercial directors, directors on L&D and HR continue to conduct heavy fight for training to everything, that as they consider, important companies: from training C-level before development of more difficult skills of telemarketing. From their point of view, training is considered as the investment, capable to bring dividends in short-term and long-term prospect.
Being based on more than twenty years' experience in sphere of training of people to the questions connected with trade channels, I can allocate five basic errors, supposed by people concerning training. Including those who tries to enter a training course into the companies, and those who evades from visiting of the organised employment. These errors are concentrated to time, resources, knowledge, expediency and return.
1. Time: «I am too occupied, trying to earn for a life to distract on it». At managers on sales usually small base salary and is a lot of work to raise the income at the expense of the big commission gathering for sale. If they do not spend the working day, concluding transactions, they lose the income. Therefore everything, that distracts them from sales, represents a hindrance of their own profitableness and to happiness.
However if to them to present training to sales as means of increase of efficiency of sales, expansions of a spectrum of clients, they will understand, that training in their interests.
2. Resources: «the Organization of training demands too big expenses of time of the personnel and material inputs». Services of the provider in training stand money, nevertheless, if you managed to involve the good provider, it will soften for the clients any intensity in planning and realisation of the program of training. Moreover, good training should not be expensive. The effective consulting firm concerning training will help the client to define and place priorities among necessary skills, and also to develop the simple program focused on pressing needs with prospect of expansion of the program in the future.
3. Knowledge: «to That they can learn me? Trainers do not possess practical experience». Our experience testifies, that the best trainers are those who combine the personal practical experience with knowledge in:
1) statement of the purposes
2) ways of their achievement
3) the organisations of interaction with the responsible persons making of the decision and influencing their acceptance
Besides, the ideal consulting firm is capable to show sufficient knowledge of business of the client and problems which it faces.
4. Expediency: «They will sell to us the universal program which we can buy more cheaply in other place or to make». The successful consulting firm concerning training can give to the clients individually created program created on the basis of checked up own technology. The curriculum orientation on the separate client is a key to true value of the program for its participants and the help in the decision of problems, characteristic for their commercial activity. The understanding of business of the client provides possibility of individual working out of the curriculum providing achievement of the best results.
5. Return: « In training there are no real indicators by which it would be possible to measure ». The involved consulting firm concerning training should give the comparative statistics by efficiency of its work for various clients after end of the courses spent by it. It is recommended to co-operate with the companies, capable to help with definition of indicators of the efficiency important for your business, and also in the subsequent estimations of change of these indicators after training. Indicators should not be limited only to increase of the income or profit increase — it is possible to consider working out volume, conversion factors, reduction of turnover of staff and other indicators accessible to measurement. Providers should give also responses of the clients who are engaged in activity, comparable on scale, an orientation or branch of your company. Using services of the companies which are not giving proofs of efficiency of methodology offered by them, like reception of the medicine released under the recipe, done not pass the tests confirmed documentary. You cannot be assured that you receive as a result.
There are also other judgements which can be taken into consideration, but these five head my list. "Training" is a good word if you know the benefits received on its end.
Being based on more than twenty years' experience in sphere of training of people to the questions connected with trade channels, I can allocate five basic errors, supposed by people concerning training. Including those who tries to enter a training course into the companies, and those who evades from visiting of the organised employment. These errors are concentrated to time, resources, knowledge, expediency and return.
1. Time: «I am too occupied, trying to earn for a life to distract on it». At managers on sales usually small base salary and is a lot of work to raise the income at the expense of the big commission gathering for sale. If they do not spend the working day, concluding transactions, they lose the income. Therefore everything, that distracts them from sales, represents a hindrance of their own profitableness and to happiness.
However if to them to present training to sales as means of increase of efficiency of sales, expansions of a spectrum of clients, they will understand, that training in their interests.
2. Resources: «the Organization of training demands too big expenses of time of the personnel and material inputs». Services of the provider in training stand money, nevertheless, if you managed to involve the good provider, it will soften for the clients any intensity in planning and realisation of the program of training. Moreover, good training should not be expensive. The effective consulting firm concerning training will help the client to define and place priorities among necessary skills, and also to develop the simple program focused on pressing needs with prospect of expansion of the program in the future.
3. Knowledge: «to That they can learn me? Trainers do not possess practical experience». Our experience testifies, that the best trainers are those who combine the personal practical experience with knowledge in:
1) statement of the purposes
2) ways of their achievement
3) the organisations of interaction with the responsible persons making of the decision and influencing their acceptance
Besides, the ideal consulting firm is capable to show sufficient knowledge of business of the client and problems which it faces.
4. Expediency: «They will sell to us the universal program which we can buy more cheaply in other place or to make». The successful consulting firm concerning training can give to the clients individually created program created on the basis of checked up own technology. The curriculum orientation on the separate client is a key to true value of the program for its participants and the help in the decision of problems, characteristic for their commercial activity. The understanding of business of the client provides possibility of individual working out of the curriculum providing achievement of the best results.
5. Return: « In training there are no real indicators by which it would be possible to measure ». The involved consulting firm concerning training should give the comparative statistics by efficiency of its work for various clients after end of the courses spent by it. It is recommended to co-operate with the companies, capable to help with definition of indicators of the efficiency important for your business, and also in the subsequent estimations of change of these indicators after training. Indicators should not be limited only to increase of the income or profit increase — it is possible to consider working out volume, conversion factors, reduction of turnover of staff and other indicators accessible to measurement. Providers should give also responses of the clients who are engaged in activity, comparable on scale, an orientation or branch of your company. Using services of the companies which are not giving proofs of efficiency of methodology offered by them, like reception of the medicine released under the recipe, done not pass the tests confirmed documentary. You cannot be assured that you receive as a result.
There are also other judgements which can be taken into consideration, but these five head my list. "Training" is a good word if you know the benefits received on its end.