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Use Training From The Outside To Make A Difference On The Inside

This article is more than 8 years old.

Years ago, a colleague of mine worked for a firm that needed to routinely print and mail hard copies of key documents and contracts. The process was handled by various company employees in a piecemeal fashion, despite the routineness of the task.

One day, during a particularly busy time in the office, a co-worker informed us that this employee would be spending the afternoon at the local post office.  Though everyone else at the office was puzzled and annoyed, nobody challenged her decision, and off she went.

She returned the next morning with a wealth of tips on how to get all of the company’s routine documents into the mail, in ways that would minimize redundancies, optimize pick-up and delivery times, and ensure everyone filled out all of the correct forms and packing slips. Surprisingly, her single day of self-imposed training significantly improved the mailing procedures of the office.

We may already know everything we need to do our jobs, but there is always someone on the outside who’s better-informed, better-educated and better-suited to broaden our skill sets and teach us new ways of thinking. And yes, even routine and mundane tasks like mailing documents can benefit from dramatic improvements.

The key is deciding what training to attend (and who to send to this training) to maximize your return on investment. Before you invest time and money into outside training, here are several important questions to ask to ensure you pick the best training opportunities for your company:

  1. How does the training further strategic goals?

No doubt many employees can suggest a variety of training opportunities in which they’d like to partake, but how many of these training opportunities will directly and tangibly further strategic company goals?

Meanwhile, although you must turn down many non-essential training requests, you also must be careful not to dismiss out-of-the-box ideas. You’d no doubt be quick to dismiss golf lessons, for example, but what if your salespeople will be targeting potential clients who regularly post their handicap on social media? Suddenly, a round of golf lessons might seem like an incredibly strategic business move.

  1. Is the training shareable?

An investment in training shouldn’t have as its end goal the elevation of a sole “super employee” seeking job security. To get the most out of your investment, you want to send a representative who can then train the rest of your staff on the material.

Although singling out individual employees for training opportunities can seem daunting, it can actually be a very positive experience for the employee selected. That’s because being selected to represent the company at an external training builds self-confidence and increases job satisfaction.  “Training creates a supportive workplace,” business writer Shelley Frost says in a Houston Chronicle article. “Employees may gain access to training they wouldn’t have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs.”

  1. Can training solve a company-wide problem?

Does your staff lack a strong team mentality? Or perhaps, do your employees struggle with time management? Or maybe, is internal communication among your employees your Achilles’ heel? Sometimes it’s the company culture itself that is bogged down by a deficiency and/or weakness that training could address. A companywide problem is a particularly good use of training dollars because of its potential to make a dramatic and meaningful difference at a global scale.

“Most employees have some weaknesses in their workplace skills,” Frost points out.

If you notice an area that needs improvement, training by a third party can be helpful in exposing weaknesses and offering tools to remedy the problem. It’s through training that all employees are brought to a higher level with similar skills and knowledge, Frost says.

“Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams, or work independently without constant help and supervision from others,” Frost says.

  1. Do the benefits of training extend beyond making a profit?

Most entrepreneurs agree that all roads lead to the bottom line. But if your workforce is getting lost along the road to bigger profits, overcoming this obstacle has little to do with maximizing profits and everything to do with tackling the underlying company culture issues that hinder progress. Is there a flaw in your business structure? Do your managers know how to manage?  Are your office procedures out of date? Training is able to focus on improving daily habits that can hinder these workplace satisfaction issues.

  1. Will training promote a competitive edge?

Whether your company has been operating for two years or 10, the fluid behavior of business constantly requires a workplace to evolve. A pathway that was introduced one year ago may no longer be necessary in a rapidly changing work environment.

“Continuous training also keeps your employees on the cutting edge of industry developments,” Frost says. “Employees who are competent and on top of changing industry standards help your company hold a position as a leader and strong competitor within the industry.”

The reality is that every business process will need updating at some point, whether it’s a computer system, software, office equipment, a sales strategy, or the responsibilities of the management team. And more often than not, these updates are most effectively accomplished with outside training.

Whether it is learning how to address an Express Mail envelope or mastering a complex software program, outside training that is pertinent, shareable, comprehensive, and beneficial to the workplace provides a quick and often essential resource that can keep you and your company at the top of your game.