HOW CAN I SPEND MY TRAINING BUDGET WISELY?

Well researched data suggests that people forget around 75 per cent of the knowledge
and skills imparted to them on a single event training course.
The research also suggests that it may well be that they forget within one month
of attending the course

What are some “Easy it to implement” actions that you can take to ensure that you get a
great return on the investment from spending on training and development for your people?

Here are a few tried and tested tips that’ll help you get the best from your budget…

1. Be clear on your desired outcomes.

Ask yourself 
“What is it that I really require that the people be able to do once they have
attended the training course?” 
If you are clear on what a good outcome will be, then a people development company
can put forward suggestions and ideas as to how best  to accomplish that outcome.
There may well be a discussion that a combination of pre-reading, lecturing,
workshops with colleagues and follow-on coaching and mentoring from their
manager may be a better option than only an isolated training course.

2.  Link the training to the business plan

A close second in the work that Rainmaker coaching does is that any training and 
development has a clear and established link to the business plan and that this is
explained prior to the person attending any activities.
This ensures that the attendee knows how important this is to the business and
focuses their attention on learning what they need to ensure success for them
and the business.

3. Time it to perfection

A third tip that we would give to businesses that are planning people development
activities would be  to time the activity to perfection so that the people on exiting
from their activity go straight into using those newly-found skills in their workplace.

4.  Make sure the coaches are ready on their return

On returning to work the attendees should look forward to being coached and further
developed by the people who are managing them in the workplace.
The managers themselves clearly need to understand how to coach and develop
and positively encourage performance from the people returning to work.

Once the outcome is clear, linked to the business plan and a business need.
Once we know that we have the correct timing in place and the coaches ready…

Then we can turn our attention to the actual development activities.

In our experience it is important to the make the learner curious about the topic.

Any training that Rainmaker Coaching deliver is specifically tuned to be
very applicable and based on the business that is paying for their people to
be developed rather than on theoretical businesses.

If all of this is in place then a client can rest assured that their investment in people is
being well spent and look forward to their people and their business growing as a result.