Sections of this topic
A great training package! This outside training group has a super online presence with an impressive list of companies, the right degrees (the right schools, too), tons of publications and pre-packaged training developed by someone else–experts, of course, and best of all–they are going to come in and tell you what they can do for your company. I hope by now you can tell I’m being facetious. I can think of a lot of clichés right now, but I’m going to resist and let you fill in the blanks. You know…the importance of what’s outside and what’s inside.
We all know how complicated the world of business is, and how easy it is to let someone tell us what’s going to work for us because it worked elsewhere. Did it really work elsewhere? This group said it did. There are company testimonials on the fancy, very professional-looking website, or the brochure, or the presentation; however, you know the proof may be in the phone call you asked your assistant to make to all the companies listed as references before you talk too much about business.
If the training group representatives are too busy to wait, maybe they don’t have the time to really take a good look at your company and see where it is differs from other companies, or see what your company really needs in the way of training that really does need customization, or really do the homework required. That’s a problem.
Does this particular training outfit look for ways your company is similar to other companies it has worked with and bring in the same or slightly modified to look customized for your company? Although it may sound a little fishy, it is a business reality in a capitalistic world. Time is money. An easier client may be the next appointment. That’s the reality.
I don’t like a hard sell, and I don’t care for flashy tactics. But we do get busy and the flashier professional look often wins. Why? Because it looks good on paper and can sell, sell, sell. Is that what you really want? To be sold, or to get results? I doubt being “sold” a bill of goods is what made you what you are today. Are you one to order a steak cooked one way and when it comes back another, do not send it back? Not unless you are willing to accept whatever the server brings you. That doesn’t sound like money well spent. The best return on the investment. So, what is? That depends on what your company needs.
I’m not saying the not-as-shiny-looking training group or individual that comes into your office promising results is better either. You want a return on your investment. A little research, a little more time spent checking references can save a lot in the long run. The new guy, the break off company, may take the time to see you get what you want. He has to earn your respect and the respect of those you know. If he broke away from another training group and started his own, check it out. It could be he didn’t like the way the group did business, and wanted a chance to try it another way–his way–or what he thinks is the right way. How does he answer that very tough question? Like someone in business competition or with sincerity you can feel. Feelings are allowed in business I understand. Facts and figures can be made up easier than creating a whole person. Feelings can fare better than facts and figures when personality and character counts.
Of course, when it comes down to it, busy people skip steps, multi-task, try to do it all; some times that’s not a good idea. Resist the urge. The bottom line is at stake. Yours. Your people trained in the way they need to be trained may not be in the “book” or “pre-packaged proven” tactics. They may be perfectly fine packages and tactics, but I’d rather have someone hash it out with the same kind of passion I have for my company, with my goals in mind–not a group or individual looking for a quick fix to throw together that will impress you and win the contract. Don’t be sold efficiency. Demand it. Demand it of vendors, too. Ride the bull if you wish, just watch out for the horns.
One last word of advice: look at the training representatives and ask yourself some questions. Are they salespeople or trainers? Are they looking to close or looking for opportunity to do it right. It’s all in the perspective.
There’s nothing wrong with big training groups, professional-looking accouterments, and strong, dynamic personalities. Some may be a perfect fit for your company; some not so much. You want employees to fit your company so why not hire the people who train them to be what you want them to be? Shouldn’t they fit, too? If you don’t do the hiring of outside trainers yourself and have an HR or training officer do it, you wouldn’t be wrong to ask them to check references before they bring you the possibly glitzy package they decided on. We aren’t infallible.
Of course, all opinions here are my own. Want to see more on this and other topics, check out my website. You’ll find my training and development articles, right here on the Free Management Library site. I write on other things, too, mostly about communication, behavior and human performance. Want to tell a different side to the story? Please comment here, contact me on my website, or e-mail me–and I promise to respond. Or, do a longer piece by guest writing on The Free Management Library by following the directions at the top of the page.
For a look at the human side of training from my Cave Man perspective, please check out my book, The Cave Man Guide to Training and Development. Happy training.
