Corporate Training

American businesses are suffering from insufficient and ineffective training: 

  • 36% of companies are filling positions with under-skilled employees.

  • 44% of companies report a lack of experience among applicants, and

  • 57% of employers surveyed reported that current skill gaps are significant enough to impact key stakeholders

(Source: ManpowerGroup’s 2012 Talent Shortage Survey)

What are you doing to bridge the skill gaps in your company?

Skill gaps, ineffective training, and insufficient knowledge transfer all lead to performance gaps, and performance gaps at any level erode productivity across the board. Your business cannot grow and thrive without expansive opportunities for continuous learning and performance improvement. Your employees need ongoing skill training in key areas:

  • Communication

  • Critical Thinking

  • Customer Service

  • Leadership

  • Problem-solving

  • Project Management

  • Technical Skills

Essential skills training sets the stage for performance improvement, but it is the subsequent transfer of knowledge from the training experience to the work environment that ultimately changes behavior. Too often, that transfer does not occur. Saks and Balcourt (2006) found that fewer than half of employees demonstrated applied learning only six months post-training; after 12 months, that number dropped to less than one-third. Less than one-third.

What are you doing to bridge the performance gaps in your company?

The best training strategy is one that reflects the vision, culture, and reality of your organization; more specifically, it ensures the transfer of knowledge when your employees need it, and in ways they can receive it, to improve performance. Training that fails to change performance wastes time, money, and human resources. Worst of all, it holds you back from your goals.​

Contact me for customized training strategies deployable through a variety of media platforms to fit the needs of your organization. 

Reference: Saks, A.M., & Belcourt M. (2006). An investigation of training activities and transfer of training in organizations. Human Resource Management. 45(4):629-648.