Using Assessments to Spend Your Training Dollars Wisely

Let’s say that you have been persuaded that your employees need more training and that you have set aside enough dollars to fund an organization-wide training initiative. The money is there and the will is there but now what…

1. Identify Desired Business Outcomes: First you need to clearly define what business problem you are trying to solve. Do not be fooled into skipping this step or starting with learning objectives after you receive the go ahead. At some point, someone will want to understand the business rationale for the time and money involved, and you need to be prepared. And even if no one asks, you want to make sure that you are adding value where it matters most.
2. Identify the Pivotal Skills: The second trap to avoid is jumping right into the design and delivery phases before you clearly identify the critical few skills that will have the greatest impact. This means wisely investing some of those training dollars in a thorough and practical training assessment and needs analysis.

With a simple, straightforward, online survey of your leadership team you can quickly identify the key skill areas that should be addressed. The data will focus your efforts in the right direction and gain the critical executive alignment and buy-in required to invest ongoing time and money in development and reinforcement.

A second, participant-wide assessment will give you the specific skill gaps that need closing in the employee group you have targeted.

Now with a clear direction and executive backing you are ready to take the next steps toward implementation…wisely.