What if you could tie training data directly to sales revenue? Would the ROI of training increase? Would interest in completing training increase if it you could show that certain types of training enabled more sales? Most likely. People are more likely to take training courses if doing so will lead to a highly desired result.
Online training is an effective way to arm your partners and value-added resellers with knowledge. It’s scalable—you can train thousands at once while retaining your own corporate brand in the training materials. A highly trained, extended sales force can increase your revenue through increased sales of your products and services. And, you can sell your online training courses themselves to your partners and resellers, should you choose to do so.
Organizations that plan on increasing spending on learning initiatives in the next 12-24 months will do so by 87%. And best-in-class organizations will increase spending on learning initiatives by 121%, according to Aberdeen Research. Specifically, when it comes to online training, 24% of organizations plan to adopt learning technologies (e.g., online, mobile) to appeal to multiple learning styles and relieve business pressures that can be solved through knowledge sharing. There’s no question that the Learning & Development (L&D) field is expanding.
Creating, promoting and sustaining an organizational culture of learning is one hallmark of organizational success. A culture of learning can result in an organization which cultivates the values that individuals seek—such as tolerance, open discussion, and the ability to think holistically and systematically. These same values can also give an organization a competitive advantage in today’s marketplace.
“[A culture of learning results in] a compelling vision of an organization made up of employees skilled at creating, acquiring, and transferring knowledge. These people could help their firms cultivate tolerance, foster open discussion, and think holistically and systemically. Such learning organizations would be able to adapt to the unpredictable more quickly than their competitors could.”
—David A. Garvin, Amy C. Edmondson, Francesca Gino (HBR) paraphrasing Peter M. Senge’s words from The Fifth Discipline
Hosting employee training can be an expensive proposition. Funding for travel and accommodations is often a significant part of the training budget. But we tend to approve the allocation of those travel-related funds because providing learners with the ability to collaborate during learning is such a key component of ensuring that learning sticks.
The average worker is just plain busy. More than two-thirds of business leaders say that overwhelmed employees are a top challenge. I could cite more statistics, but we all recognize that it’s common for today’s employees to feel overloaded—with work, with information, with work-life balance, with many aspects of working and living.
A consistently-used criterion in the annual “best companies to work for” lists is the level of corporate investment in employee training. Yet, 81% of learners are responsible for managing their own personal development, according to a Training Zone infographic released earlier this year.
Disagreed with a co-worker over the room temperature lately? If yes, did you decide to put on (or remove) an extra layer of clothing and grin and bear it? Or did you engage in a contest of wills for ultimate thermostatic control?