When we present our services to companies, we are regularly confronted with disappointment from our counterparts, a frustration born of an experience that has not met their expectations. Indeed, the range of training offers available on the market is vast and continues to grow, sometimes driven by passing trends. Yet training is expensive for companies.

There is, of course, the cost of tuition, but also the drop in employee productivity while they are away attending courses. All this could be justified if the company’s objective in turning to external trainers were achieved once the training was delivered. Unfortunately, that is not always the case, for several reasons. My experience as the director of an independent training company has allowed me to identify the following errors as the main causes.

Training that does not fit the need

It seems important to determine, upstream, the reasons that lead a company to request training. This is a crucial point. As trainers, we must ask ourselves whether delivering a training course genuinely meets the needs of the target audience. In general, if the objective is continuing education, a course will be more suitable than if the aim is to address personal or group difficulties. In the latter case, mediation, case studies or coaching may prove more effective.

An unsuitable topic

I am regularly confronted with topic choices that address first and foremost the (visible) consequences rather than the (hidden) causes. The latter, which should be at the heart of the subject selection, are often difficult to identify clearly and require specific strategies to uncover them. Indeed, an inappropriate topic will not deliver the changes sought by the commissioning company.

A mismatch between the training and the target audience

I have firmly given up on delivering “off-the-shelf” training sessions. In order to align with the target audience, I seek out information that can help me understand the realities of each specific environment so that, together with my trainers, we can adapt the content of our courses accordingly.

Unsuitable facilitation

Not all companies require the same type of facilitation. For each of our training sessions, we work with the client to determine the most appropriate format. Lecture, testimonial, debate, interactive session, role-playing, etc. — which response or responses will be the most suitable? This process also allows me to determine whether a co-facilitation setup is needed and, if so, to identify the trainer best suited to that format.

The context

Depending on the type of training, the venue can also be important: indoor or outdoor?

In conclusion

An adequate and relevant training offer cannot be designed without substantial upstream reflection, rigorous preparation and a bespoke approach tailored to the specific realities of each client.

By Stéphanie Graf, Consultant at MONDE ECONOMIQUE and Director of Licoach

For more information, visit: www.licoach.com