If your training department made a difference to the operations and success of your company last year, I’d like to challenge you to make a significant difference this year. Kick it up a notch from whatever point you achieved last year and not only look for ways to get better but implement that insight into your operation.
Now if you are struggling to identify if you made a difference, then you are probably too close to the issues and I encourage you to seek out an external vendor to evaluate your operation. I call this evaluation a Training Physical, and my book was created to give training managers the ability to look at their operation in a more clinical way. Every area of the physical process details areas to capture what is working well and identify gaps that could cause problems down the road.
It is important to be able to articulate how training makes a difference. And please, don’t tell us how many people you have trained and in what topics and assume because so many bodies went through a program that you made a difference. Gauging how well you are partnering with the line business by measuring “butts in seats” never has and never will make a difference.
Whenever I conduct a Training Physical I like to point out that your company needs to be able to document that training makes a difference. I’ve interviewed senior managers that say, “we’d miss training if it wasn’t here” and then are unable to answer my follow-up question as to “Why?” And the reason they can’t put their finger on why is because the link to the purpose of training was never made a single time in recent memory.
Spend the next week reviewing and documenting the good the bad and the ugly that is your training function. Create a findings report that captures what is working well, and what needs to change and how to change it. Review this process mid year, and check your progress. Continue to make a difference, and strive to make an annual significant difference!
If you need help, let me know! Jim@jkhopkinsconsulting.com