According to Training Magazine, 2016 training expenditures in the US were $ 70 billion. Small companies spent an average of $ 1,105 per employee, which does not include the time dedicated to training. This level of investment was over double the investment larger companies made in employee training. Yet while many companies understand the importance of developing talent, they too often fail to get a return on their investment. In a 2010 survey, McKinsey & Co. found that only 25 percent of respondents thought training improved employees' performance. Before you commit financial resources and human capital to develop your leaders and workforce, ask yourself these questions.

When I deliver my coaching workshops, I start with an exercise to get an understanding of my audiences' level of engagement. I ask them to place a sticky note on a bulls-eye target; the closer to the center they place the note, the more interested they are in the workshop and the more ready they are to learn.

The find yourself The you the If the having the push to an the employee to the BE trained, That's a red flag and a great topic of conversation to have with Them in an upcoming  1-1 meeting  Make sure you ask questions and fully understand why they are not taking ownership.

Well-structured development plans will give you the answer to both aspects of this question. All too often managers do not take the time to work with their employees on development plans. Without a plan, training becomes an afterthought and not strategic to the needs of the employee and the organization. Training should focus on filling a current skill gap or core competency that will help the employee be more successful in his / her current position, or prepare the employee for a future responsibility or position. 

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