View from the Training Room
The business of training – whether it's coaching, facilitation or presentation – is a bit of roller coaster these days. The economy often dictates the ups and downs of our business because of the perception that 'training' or 'personal/professional development' is an optional element of any business.
While those of us in the business disagree, it is a tricky one to get past the powers that be; the decision makers who hold the budget for the training. Soft Skills Training is not seen as a necessary part of skills development in most corporate environments. While many will give lip service to the need for soft skills development, it is for the most part just that – lip service.
What do we in the Soft Skills Training Industry need to do in order to change the minds of the powers that be? There are a number of things that do need to happen and there are many discussion points around these issues. One of the biggest issues is connecting real dollar returns on the investment of soft skills training. Measuring the effectiveness of improving skill levels – especially communication skills - on the bottom line has been a major issue for as long as I've been doing this work – which is well over 20 years.
I was recently chatting with a client who I have worked for extensively over the past few years. During the recent downturn they did as everyone else did – cut the training budget and let people go. Closed an office down and moved the remaining people to another office.
So what happened once the economy started to strengthen? The work load doubled, the staff were unable to cope and they wanted to bring me in to do 'Stress Management' or how to do twice as much work with ½ the people and oh, also, coping with very angry customers who are not getting the service they need in a timely manner.
The value that a company places on their people speaks volumes for the kind of company they are. As we move into the 2nd decade of the 21st Century, I believe there will be a tangible shift in how successful businesses are run.
As this knowledge becomes an accepted part of business life – the role of the 'soft skills' trainer, coach, facilitator and presenter will become more important. Which leads us to the next important point - How do you know if the person you have hired as a coach/trainer/consultant knows what they are doing? Join me next month as I wade into this tangled and often confusing web.
While those of us in the business disagree, it is a tricky one to get past the powers that be; the decision makers who hold the budget for the training. Soft Skills Training is not seen as a necessary part of skills development in most corporate environments. While many will give lip service to the need for soft skills development, it is for the most part just that – lip service.
What do we in the Soft Skills Training Industry need to do in order to change the minds of the powers that be? There are a number of things that do need to happen and there are many discussion points around these issues. One of the biggest issues is connecting real dollar returns on the investment of soft skills training. Measuring the effectiveness of improving skill levels – especially communication skills - on the bottom line has been a major issue for as long as I've been doing this work – which is well over 20 years.
I was recently chatting with a client who I have worked for extensively over the past few years. During the recent downturn they did as everyone else did – cut the training budget and let people go. Closed an office down and moved the remaining people to another office.
So what happened once the economy started to strengthen? The work load doubled, the staff were unable to cope and they wanted to bring me in to do 'Stress Management' or how to do twice as much work with ½ the people and oh, also, coping with very angry customers who are not getting the service they need in a timely manner.
The value that a company places on their people speaks volumes for the kind of company they are. As we move into the 2nd decade of the 21st Century, I believe there will be a tangible shift in how successful businesses are run.
As this knowledge becomes an accepted part of business life – the role of the 'soft skills' trainer, coach, facilitator and presenter will become more important. Which leads us to the next important point - How do you know if the person you have hired as a coach/trainer/consultant knows what they are doing? Join me next month as I wade into this tangled and often confusing web.
posted by EllenRiches @ 9:47 pm
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