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How do you justify the cost of training seminars to your organization?
I feel like our in-house training isn't effective. How can I sell management on an expensive, but well-reviewed seminar?
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2 Answers
IMO, training is not effective unless there is some sort of follow up.
Over my life, I have taken a lot of training. The best was a program I took where I was creating the end result as the training program was taking place. (1999)
Another good program, I had a consultant to talk to after the event about any problems I had as I was trying to execute what I learned. (1981)
Another training program I used the skills right away; and gain we got "on the job training" until the program was over.
To sell management on a program, I would include after the program coaching. You go into the company one day a month to work with their staff on "it" or you do phone coaching for "x" amount of time.
A terrific resource is: The six disciplines of breakthrough training. It sets out the core components for making training business focused and successful. Fundamentally:
- start with the business challenge you're trying to fix
- don't consider a workshop the training - create a process not an event
- it's all about embedding support and accountability in the follow up
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