If you are designing a leadership career management training program for the leaders in your organization keep in mind these problems with the traditional approach to make sure you build a solid program that gets results.
Research tells us that training participants remember only 20 percent of what they learn in the classroom, one month after the class. In addition ONLY 10-30 percent of what’s taught in the classroom transfers to on-the-job performance. (As cited in the book Transfer of Training, by Broad and Newstrom.)
Authors and Career Management and Training Experts: Robert Brinkerhoff and Anne Apking of High Impact Learning share these ALARMING statistics and thoughts,
"Almost all organizational training is a marginal intervention and has only
slight effects on performance improvement. If we define 'training impact'
as simply the transfer of knowledge and skills to on-the-job performance,
research indicates that the impact of training is realized only for
about 15% of all training participants."
“When we define the impact of training more rigorously, such as the
application of new knowledge and skills to enhance performance in a
way that makes a worthwhile difference to the business, then our
evaluation studies typically show even more dismal results."
The statistics shared about traditional leadership career management training NOT making a difference to employee performance and the bottom line of business is alarming and credible.
Alarming because the return is so low, and credible because these statistics are shared by people who are trainers! Training is big business. Over $50 billion is spent on development annually.
And, every week hundreds of new leadership books, career management training programs and assessments flood the market. Yet, with all these new career management training tools and resources available are leadership skills in your organization getting stronger?
What if I asked you if you'd gotten stronger and more physically fit this year over last year? If you said yes that would mean that you've been going to the gym regularly, and that you've stayed focused on getting and staying fit every week. Right?
But what if you worked out for one week last year and declared yourself fit for the year? It's really great that you did a week of exercise, but will one week help you get and stay in shape? I know the answer and you do too: no.
Building good leadership skills requires the same ongoing focus as fitness. Like fitness, becoming a strong leader is not something we do only once a year, for a week, if we want to stay strong.
It makes sense to compare building good leadership skills to getting in shape, doesn't it? That you can't have optimal strength if you just "workout" once a year. It's just not possible.
Solid leadership development requires regular focus and attention. So, why is skill development treated so differently from physical and cardio strength development?
Almost all professionals WANT to improve, to grow and to become stronger and more proficient. They want to make a difference personally and professionally, and want to advance their career.
But these real-life problems of time, money and focus make continually development and "regular skill workouts" a challenge.
The challenges of retention of the knowledge and lack of time and money is why we provide module leadership training programs that build upon each other and why we create an online, self-paced development tools and resources site for our clients.
Holding short (two-hour to half-day) workshops held over the course of several weeks or months, with optional one-to-one or group coaching and our online videos, audio programs, worksheets and more, is like giving your leaders their own private training facility!
Contact us for a complimentary consulting call.
Suzie Note: Hey
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