Implementing Training Solutions
Training Preparation Tool
Before implementing a training solution such as a certification program, workshop, or virtual classroom program, it is critical to start with a needs analysis. To assist you in getting started in determining how to proceed with a training project, we have a free tool you can use. (Scroll to bottom to see link) This tool, which is a detailed questionnaire, will enable you to ask some important, strategic questions to determine why training is necessary. And, it allows us to more quickly provide a sample curriculum and providing accurate pricing for our training programs. This tool also helps you to decide if instructor-led training is the appropriate delivery method or if virtual classroom, or blended learning is a better fit.
We are frequently asked this question: “What is the cost to have you come in to do a training?” The reality is that this question is a bit like asking the family doctor, “Doc, before you get started, how much is this going to cost?” In order for the doctor to determine cost, he/she first has to do a diagnosis. When we work with a client to recommend a training solution, we use a diagnostic process similar to how a family doctor might diagnose an illness. It requires asking a lot of the right questions to get to the root of the problem–and why the training is needed in the first place.
As an example, sometimes after talking with potential clients, it becomes evident that training may not actually solve the organizational problem. There may be root causes stemming from poorly written policies or a poorly designed performance management system that doesn’t reward people for demonstrating right behaviors. Before we can give a reasonable answer about the cost of a training program, we first have to gather some important information about your needs, geographic location and whether we will need to come to you–or if we will come to you–and other details such as length of program, type of program, etc.
A special note: We’re often contacted, initially, by members of HR or training groups who have been tasked with “gathering prices” for the cost of training, in order to carry back information to a more senior leader. Although this may seem like a time-saving endeavor, it really isn’t. The reason is that it takes us time and resources to assemble a potential course agenda and a proposal. We have found that it saves a great deal of time, and minimizes the potential for details to get lost in translation, if we speak directly with the leader responsible for making the financial decision to approve the training. As an example, if you are tasked with gathering information and pricing to carry back to the boss, invariably the boss will have additional questions. This process creates a “middleman” issue, and we have found it is simply an inefficient method at the onset of a potential training project. A more effective method is use this tool to have an initial discussion with the leader responsible for approving the training–and then just schedule a conference call with us. At that point we can engage in meaningful dialogue, with the leader who has authority to approve the training, regarding current organizational issues and problems and how a training program may be the solution. Additionally, this type of process dramatically improves our ability to more effectively diagnose the type of training that will be most effective at improving business performance. Without understanding “what the boss wants” from a training program, it is much more challenging for us to create the right solution, and price it accordingly. For general information about the cost of implementing a training program, please see our FAQ page.