What every organisation can do to maximize ROI on Training
Organisations investing in training often experience disillusionment when the returns on investment don’t seem to be realised. Over our years engaging all levels of entities from blue chip corporates to smaller businesses, we’d like to share what we’ve observed as critical elements for success. These elements can enhance the success of your training ROI and optimise the development and well-being of your very important human capital.
According to Simon Sinek, “Leadership is about taking care of those in your charge.” Adopting a transformative leadership approach significantly enhances the outcomes of training programs. When leaders are uninvolved, or it is clear they believe that the same standards do not apply to them, the effectiveness of any training provider’s efforts is compromised.
Historically, when change is initiated from the bottom we call it a ‘revolution’.
To expect personnel to embody new attitudes, skills or behaviours that are not adopted by the higher echelons of an organisation simply does not make sense and usually results in conflict.
Our experiences at The Skills Clinic have reinforced our opinion that the effectiveness of any training program in your organisation requires a transformative leadership approach to ensure its ultimate success.
It is common practice for organisations to enroll junior and mid-level cohorts and exclude senior and executive personnel. This methodology can result in disengagement from participants who are now expected to model new behaviours that they may not see exhibited by their leadership. Consequences may range from confusion, communication crises to resentment, and explain poor training programme integration results.
An organisation’s culture trickles down whether we intend it or not.
To ensure the effectiveness of your upcoming training programme, be sure to align it with the specific requirements of each team’s leadership. This alignment should be communicated to gain buy-in and support.
When change is embodied by leadership, it can result in transformational change throughout the organism.
Transformational leadership impacts training interventions when leaders begin by articulating a compelling vision for the training program explaining their ‘why’. The purpose and benefits should be communicated to participants. By generating excitement and enthusiasm about the training, leaders can motivate individuals to actively engage and embrace the learning experience.
When unrolling a training programme, it is advisable to start at the highest level possible to ensure the trickle begins in the right direction.
The best way to lead is by example and actively participating in training initiatives.
Leadership participation requires vulnerability but earns respect. Values can only be imparted by demonstration, values -much like respect – become credible when they are embodied and demonstrated.
The active participation by leadership enables leaders to lead through demonstrating the very attitudes, skills, and behavior’s that the training intervention and provider are imparting.
When leadership holds themselves accountable to the same standards of excellence that are expected of their team members, they inspire change and an organizational culture of self-development and growth.
Leadership’s participation and presence during training can also provide encouragement and valuable insights provided they are active participants rather than mere observers. Merely attending as observers unfortunately only serves to create defensiveness and mistrust between leaders and participants.
Further support and optimisation of training interventions can be achieved when leaders play an active role in encouraging participants to take responsibility for their own growth and development, fostering a sense of ownership and accountability for applying the training outcomes.
Leadership’s role extends beyond the scope of any training programme, ensuring continuous learning, ongoing needs analysis, and commitment to a culture of continual development. A transformational leadership approach involves establishing forums and follow-ups to facilitate ongoing internal support, reinforcement, and application.
Transformational leaders ensure that the learning process does not end when the training program concludes.
These tactics can include internal check-ins, refreshers, coaching, and team challenges as opportunities for practice and reflection. With a commitment to implementation, integration, and accountability, leaders sustain the momentum of learning and entrench the application of explicit knowledge and integrated skills in the workplace, fostering the desired inspirational types of trickle-down culture that prizes growth and self-development.
With a transformational leadership approach, training interventions will guarantee your organisation receives more value and realises the return on investment in the form of tangible results.
Very true and well said