Every company that employs people should be training these people in the skills necessary to perform their job responsibilities, Right? Well evidently it is no longer necessary to develop the whole individual, and most companies only develop an occasional skill. Sadly, there are an awful lot of companies that believe training development is Not Needed at all!
Look at your own company. Do they have methods, workshops and programs to develop all of the skills you need? Or do they leave it up to you to obtain the skills yourself? And when people fail to perform their jobs, are they quickly terminated in the hope of finding a replacement that can do the job, again without training?
I have spent the last 10 years consulting with companies about improving their training function. I’ve learned a simple truth about which companies put a value in the learning function and which ones do not. It all begins and ends with the personal experience of senior leadership and the impact of training on their careers.
When a leader can tie their success to the effects of corporate training to their ability to rise up, get promoted and perform well, they are avid supporters of continuing training in their company. Those that feel they got to where they are on their own efforts likewise feel that everyone should rise up the corporate ladder with the same path. And while I can understand this kind of support, it does not mean that it is the right reason to proceed with either path.
What leaders need to realize is that training is an investment in your people. If you provide poor training or even zero training, the odds of you getting a return on that investment are also poor to zero. When you invest in accountable training that targets specific skill development, it has a better chance of producing the return you need for success.
Today’s millennial generation is receiving far less training than their parents did, and are even beginning to obtain leadership roles. Unless they see a value in training development, I am predicting that training will continue to recede into the history books of corporate strategies for success.
Training Development is needed in every company, but for how much longer will that be the prevailing school of thought?