The most successful companies have mandatory training for new employees that sometimes stretches to six months or more. These are the companies that succeeded through the recession where others failed.
So we all know that business training is important, but where and how does it fit in with your company operations? Where can training actually make a difference? Where can business coaches actually help your employees to become more productive? Unless you know the areas that business training actually addresses, bringing in business coaches to conduct training just because others do so, would be an exercise in futility. In this article, we enumerate the top reasons why a company might need to call in experts or use internal experts to do the same:
- Helping to deal with workplace stress
- Identifying and developing leadership potential
- Identifying people ready for promotion
- Succession planning
- Changing and improving habits and skills
- Helping employees understand their roles better
- To analyze feedback in an objective and unbiased manner, and then put it to use
- Helping with perceptions and expectations to improve workplace relationships
- Preparing the workforce for change
- Improving productivity
- Recruiting and retaining talented individuals
- Resolving performance related problems
- Increasing job satisfaction and performance
- Reducing workplace tension between individuals and groups
- Closing gaps between productivity and expectations
- Identifying blind spots in performance or leadership
The reasons are, of course, indicative of why business training might be needed, but they usually revolve around these core problems and solutions, whichever words may you use to express them.
Also understand that in order to do their work, business consultants and coaches choose and use certain focus areas of a business, and the management needs to work along with them to make things successful. Usual areas of intervention required by training experts include areas of behavioral focus in business strategy, business structure, business culture, business communication, talent systems, talent solutions, business development, team dynamics, careers and competence.
If a company identifies problems in any of the focus areas where intervention may yield results, then such training has meaning. It also needs to be decided whether an external expert is needed or whether an expert should be hired in-house to do the job. It all depends upon the area of intervention.
However, business training is meaningless without the management being fully aware of the reasons for calling in an expert and the areas that need to be addressed. I hope this small article would point you in the right direction for that.