Commitment-Based Training: 3 Steps To Making A Cultural Shift

Training isn’t just about staying compliant; find out how to implement a commitment-based approach.Have you fallen into the trap of compliance-based training and failed to promote a commitment-based approachMany companies check off training boxes to simply stay compliant. But, if you want to make real improvements to how your company operates, you need to cultivate a workforce that’s committed to learning. Are management training and self-improvement part of your regular routine?

For some companies, the provision of employee training is limited to two basic scenarios: 1) when an employee is hired, and 2) on an annual basis to meet corporate or industry requirements. This training model is far from effective or engaging for your team members. When you make a commitment to training, constant learning and development are part of your company culture. Employees are regularly trained and nurtured to improve job performance.

Commitment-based training is the key to engaging your workforce and taking part in your employees’ professional development. If you’re ready to make a commitment to improvement, there are three steps that help you integrate learning at your company.

Making The Commitment: Steps To Integrate Training Today

If your company is guilty of implementing training based solely on compliance requirements, there’s opportunity to make a cultural shift. Start with a little self-reflection and professional development goal setting, and take the following steps to move toward a commitment-based training model today:

STEP 1: Assess your problem areas.

Where are your leaders falling short? Have they mastered essential leadership skills? In what areas are you losing productivity? By asking these types of questions, you identify opportunities for improvement within your company.

Use this awareness to outline professional development goals for your employees and pinpoint the areas in which management training is most needed.

STEP 2: Promote change from the top down.

According to a 2015 study conducted by Root Inc. and Kelton Research, 57% of company workers say their senior leaders don’t support management training programs. If your leaders don’t value training, why should your employees? People are, by nature, imitators. So, compliance-based training is often the result of having leaders who fail to value training – and the rest of the company following suit.

If you want to adopt a more effective approach to training, it’s imperative that your leaders communicate their personal commitment to training. Encourage them to be active in the search for an ideal training program, and make their involvement transparent to the workforce at large.

STEP 3: Find the right program for you.

Not all organizations are created equal. The problems your company faces are unique, and they may not match the needs of any other company out there, even within your own industry. Look for a program that meets your specific requirements, and make a commitment to it.

When you’re dedicated to improving your workforce over the long term, your employees are apt to make management training a priority, too. And given that 85% of the global workforce consider themselves to be on the job market, making your employees feel valued enough to stay with your company is critical.

Learn more about finding the right training program and promoting commitment-based training by downloading our free e-book.

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