Congratulations! Your company officially allocated funds to invest in your team, hoping to boost performance in the year ahead.
You might’ve even championed a meaningful commitment to employee development. You know it’s the right thing for everyone who works at your organization, you know it’ll sharpen your company’s competitive edge, yet how do you know it’ll really work?
The truth is that the benefits of team training don’t come automatically. There’s a right way to go about it… and a wrong way.
Here are a few of the most common pitfalls to avoid when seeking out high-impact training, so your team can attain the results it’s looking for.
1. Leadership Disconnect
The Mistake: When leadership approves a training plan but fails to participate actively, employees may question the program’s importance. This lack of buy-in can lead to discouragement, disengagement, and poor outcomes.
The Solution: Training success starts at the top. When top leadership visibly participates in training and takes each lesson seriously, it sets an example, creating a ripple effect for meaningful learning at every level.
I highly recommend ensuring that senior leaders are present during key training sessions and actively participating. Consider having leadership share their own learning goals to emphasize that development applies to everyone.
Their presence sends a clear message: “These skills are critical for everyone’s success, including ours.”
2. Neglecting to Act on Assessments
The Mistake: Investing in assessments, such as CliftonStrengths®, without using the results is a huge (and all too commonly) missed opportunity.
Teams need actionable plans to implement insights gained from these tools. Without integration, the assessments lose their value, and the investment falls flat.
The Solution: Workshops and assessments are powerful tools, but their impact requires sustained follow-up.
However, as a coach, I understand how organizations might not know what effective follow-up might look like. That’s why it’s important to consciously collaborate with trainers to create a follow-up plan that turns assessment insights into measurable goals. Here’s what that might look like:
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- Integrate these insights into everyday workflows by using team meetings, performance reviews, and ongoing projects as opportunities to reinforce new concepts.
- Regularly review progress during team meetings or one-on-one sessions to keep the momentum going.
3. Relying on “One-and-Done” Workshops
The Mistake: A single workshop is unlikely to create lasting change. Organizations that regularly implement high-impact training tend to think of workshops as the starting point, not the endpoint, of the development journey.
The Solution: High-impact training is an ongoing process. I recommend:
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- Pair workshops with a structured follow-up plan, including additional training sessions, self-paced learning, and opportunities to practice new skills.
- Combine group sessions with follow-up activities like one-on-one coaching, peer learning groups, or digital learning platforms to create a continuous development ecosystem.
- Use surveys to measure the effectiveness of each stage and refine the program as needed.
4. Skipping Post-Workshop Coaching
The Mistake: Workshops provide a foundation, but one-on-one or small group coaching solidifies learning and addresses individual challenges.
Post-workshop coaching acts as a learning accelerator, ensuring concepts are fully absorbed and applied.
The Solution:
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- Budget for post-workshop coaching as a non-negotiable part of your training plan. Partner with trainers who offer multiple coaching services, and schedule these sessions within a month of the initial training to reinforce key takeaways.
- Tailor coaching to your team’s unique needs ensures relevance and engagement, increasing the likelihood of long-term success.
5. Underestimating Budget Creativity
The Mistake: A limited budget doesn’t have to limit your impact.
Organizations that overlook creative funding sources miss out on opportunities to expand their training reach.
The Solution: Training budgets are often limited, but that doesn’t mean you should skimp on quality. Here’s what you can do instead:
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- Workforce development grants, co-sponsorships, and partnerships with industry associations. Many states offer big dollar grants for workforce development. Grant funds can be used to offset or augment your training budget.
- Explore cost-effective digital learning platforms or collaborative opportunities with other organizations to share training expenses.
- Look for local organizations and professional associations that offer funding or cost-sharing opportunities for employee development programs.
Achieving High-Impact Results
High-impact team training is not just about checking a box; it’s about creating meaningful, lasting change within your organization.
By avoiding these common pitfalls and implementing their corresponding solutions, you can ensure your investment in employee development pays off.
Ready to take your team to the next level? At innertelligence, we specialize in designing tailored training and coaching solutions that drive real results.
Visit innertelligencecoaching.com to learn more about how we can partner with you for success.
