David Horowitz

How many times have you heard yourself and other leaders say these words in total frustration?  For some reason many leaders seem to view "Training" as the panacea for magically curing their people's ills and short comings. 

In a typical residential real estate sales company when some people aren't getting enough property listings they are sent to training.  If another group isn't selling enough houses, they are sent training.  If managers aren't recruiting enough people they are sent to training, and the list goes on.  The problem is training by itself does not work.  We've all spent enough money establishing that.

So, here are three Action Steps you can take to assure a greater return on your training investment.  (This articles uses the Real Estate business as an example but the principles are the same for any business or organization.)   So from this point forward, before sending anyone to a course:

Action Step 1:

• Invest time to properly assess the needs of the person and recommend the appropriate course.

            Example:

If you're sending an associate to a "Listing Presentation" seminar because he's not generating enough listings are you certain he needs that class?

Maybe the real issue is "Business Development" (A.K.A. Prospecting.) Perhaps the associate can conduct a great Listing/Marketing Interview and Presentation but doesn't speak with enough prospective sellers.  Is it possible that he isn't prospecting effectively because of an intense fear of rejection causing him to avoid prospecting?

So, you incorrectly recommend a Listing/Marketing Presentation class because he doesn't get enough listings while what he really needs is:

Help overcoming the fear of rejection.

Help in establishing and implementing a Business Development Plan.

A continuous supply of leads and appointments. 

Remember:

Invest time to properly assess the needs of the person being sent to training and recommend the appropriate course to meet those needs.

Action Step 2:

• Know Exactly What's Contained In The Course And Be Certain It Meets The Needs Of Your Employee.

The best way to do this is to complete the course yourself (whether live or online) or rely on a trusted associate who has recently attended.  The key word to remember is "Recently."  We all know that the world is changing rapidly.  Unless courses are reviewed and updated regularly it's quite possible that the principles being taught may have been relevant and results producing several years ago but are irrelevant and ineffective today.

Example:

You and your associate have determined that he/she needs to become more effective at Business Development (Prospecting.)  You're comfortable that the issues are not call reluctance or fear of rejection.  Rather it is a lack of skills necessary to use modern techniques and technologies.  You select a course that sounds good but neither you nor anybody you trust has recently participated in the course.  The associate attends and is taught antiquated and possibly even illegal techniques.  (A lot has changed since the inception of Do Not Call laws.)

The associate realizes that the content is out of date, feels as if a day has been wasted and is no closer to improvement than before attending.  The problem has been compounded at significant human and financial cost.  The associate is frustrated and you've wasted more time and money. 

What's that done to your credibility? How willing and eager is that person going to be to attend another course that you recommend?

Remember:

Know exactly what's contained in the course and be certain it meets the needs of your associate.

Action Step 3:

• Conduct "Pre And Post Course" Meetings To Establish Expectations And Plans.

You and your associate should have clear expectations of what is to be learned and how that is to be applied to affect the desired growth and improvement.   A few days prior to the course meet with the associate and review the purpose of attending the course and list what specifically the associate and you expect to be learned.  Next to each item write a few strategies for applying to each item to achieve a desired business or personal outcome.

When the associate has clear expectations, and the beginning of an implementation plan, he will attend the course with a seriousness of purpose he has most likely not had before.  Before ending schedule a "Post Course Meeting."  This should be held not more than one or two days after the training. This is when you:

Discuss what was taught and learned.

Review the strategies.  (Are they likely to work?)

Consider the need to change-add-delete strategies.

List specific tasks that must be performed, by whom, by when, to implement the strategies and execute the overall plan.

Establish the date, time, place for another follow-up meeting at which you'll review associate's progress and offer any necessary suggestions.

Remember:

Conduct "Pre and Post Course" meetings to establish expectations and implementation plans.

Summary:

Don't be the victim of the "But I sent him to training syndrome."  These three simple Action Steps will:

Help your associate to grow and develop.

Bolster your leadership credibility.

Increase your bottom line.