Building Training From Scratch


Many are saying that the housing market is coming back, which means that construction and home renovation is on the upswing too.  And in the world of learning, there seems from many indications that training functions that were closed a few years back are starting to reopen for business too.

Working with a few companies right now as they begin the building process of creating a training function from scratch, I am noticing a lot of similarities to building a house too.  While you probably don’t want me building you a house, I am a master craftsman in building training functions.

When I wrote The Training Physical a few years back, I was concentrating on fixing and repairing broken training functions that were unhealthy and nearing terminal conditions in many cases.  For several years now the focus has been on saving the function, and making it more effective.  When I was asked if I was now going to write a book on building a training function, I realized that my original book is a blueprint for a well run training function.

I work a lot with banks, which over the past 10 years have been down sizing and closing their training functions to meet operational expenses.  Now they are starting from scratch and I find that they want to hire a training manager as the first step.  I caution this approach and liken it to hiring a general contractor to build you a custom home before you hire an architect to design it.  Bankers get this analogy quickly, and it is an easy process to explain that management must decide the strategic look and plan for training before they hire staff.

Once a training plan or blueprint has been approved, it is time to hire the talent and order the materials for the build.  There are a lot of training programs that can be purchased off the shelf to get you started before you think all training needs to be customized.  Designing from scratch maybe cool, but it is time-consuming and costs more than an off the shelf program that will work for your needs.

I am also noticing that companies that hire a training manager first are allowing this person to get their feet wet for at least 90-days before any project is even getting started.  I have designed a fast process of building a complete training function in 90-days, so that you are implementing and training quickly.

Training is supposed to return on the investment being made, but it cannot do that until it starts training employees.  By waiting around for your new manager to get their feet wet, you are spending money and missing out on any return.

There is a better way, so if you want to learn how, email me at jim@jkhopkinsconsulting.com and let’s connect.

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