{"id":287254,"date":"2025-06-11T04:40:09","date_gmt":"2025-06-11T04:40:09","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/how-to-get-a-solid-roi-on-your-training-investments-five-dont-nine-dos-elavate-global\/"},"modified":"2025-06-11T04:40:09","modified_gmt":"2025-06-11T04:40:09","slug":"how-to-get-a-solid-roi-on-your-training-investments-five-dont-nine-dos-elavate-global","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=287254","title":{"rendered":"How to Get a Solid ROI on Your Training Investments Five Don\u2019t & Nine Do\u2019s \u2014 ELAvate Global"},"content":{"rendered":"


\n
<\/p>\n

\n

By Michael J Griffin<\/em><\/p>\n

5 minute read<\/em><\/p>\n

Recently, the major shareholder of a large billion dollar joint venture in Indonesia ranted on how their training investment is not getting the desired results in increased productivity and revenue. \u201cBlame the consultant\u201d is a very familiar way to pass on the blame, but training is rarely the top root cause of poor productivity in an organization. Let\u2019s first look at some of the possible causes of training not delivering the results, and later, my insights on how your organization can get a much better ROI on your training investment.<\/p>\n

    \n
  1. \n

    Tick the Box<\/strong>. This is the most common reason is where the HR or Training department is directed by seniors to source vendors for a perceived skill gap. This can be a real problem if HR\/Training department does not understand the company strategies and goals that are linked to improving this skill gap and HR is treated as \u201cdoers\u201d who can tick the box to let the \u201cgods in heaven\u201d know they sourced the cheapest price vendor to save money for their organization. HR that just \u201cchecks the box\u201d is a big waster of your training funds.<\/p>\n<\/li>\n

  2. \n

    Who is the Project Champion?<\/strong> This is a problem when there is no senior line manager who will champion the culture or skill changes needed through training and process improvement. Rarely does the training department have the organizational status and power to drive organizational change. For example, if selling skills are needed, then the CEO or Sales Director should be the \u201cchampion.\u201d <\/p>\n<\/li>\n

  3. \n

    Just Microwave the Skills.<\/strong> Skill change and competence does not happen in a two day training workshop. Many leaders have the unrealistic expectation that if their people attend a two day training \u2013 Voila! \u2013 they become excellent coaches, excellent salespeople, etc. <\/p>\n<\/li>\n

  4. \n

    Good Training Outcomes but No \u201cOn the Job\u201d Reinforcement.<\/strong> The training provider usually can deliver a workshop that the participants\u2019 feedback shows they enjoyed and learned the skills in the program. More importantly, how will be skills be reinforced back on the job?<\/p>\n<\/li>\n

  5. \n

    Direct Supervisors are \u201cIn the Dark.\u201d<\/strong> Research demonstrates that the trainee\/workshop participant\u2019s direct supervisor involvement before the training and after the workshop is over has the biggest impact on participant skill improvement. Rarely is the supervisor involved in making the training a success for the participant and the team.\u00a0 <\/p>\n<\/li>\n<\/ol>\n

    Let\u2019s now identify some simple yet effective ways to get a much better return on your organization\u2019s training investment. Use these ideas as a \u201cchecklist\u201d the next time you source a training provider.<\/p>\n

      \n
    1. \n

      Focus on the training provider content, process, and skill outcomes first, price or investment last.<\/strong> Get referrals and proof of successful skill change. You may even ask for a training performance guarantee. <\/p>\n<\/li>\n

    2. \n

      Use the Kirkpatrick Model of measuring training success to clarify mutually agreeable outcomes for any training event<\/strong>. At least get mutually agreeable outcomes for the first three Kirkpatrick levels of training success.<\/p>\n<\/li>\n

    3. \n

      Do not delegate any Skill or Culture Change to be driven by the Training Department<\/strong>. In my +30 years of training and consulting, I have not seen the training department lead a successful change initiative. Make sure the senior leader\/line manager most affected by this training buys in and agrees to being an active \u201cProject Champion.\u201d<\/p>\n<\/li>\n

    4. \n

      Don\u2019t \u201cMicrowave\u201d but \u201cCrock Pot\u201d the Skill Change to Get Real Results.<\/strong> I strongly believe every skill, process or attitudinal training should have follow on reinforcement for at least three months. Resist the quick fix your manager desire and education to be a crock pot coach!<\/p>\n<\/li>\n

    5. \n

      Put a Manager Support Process in Place.<\/strong> The training participant\u2019s direct supervisors should be part of this MSP: a skill outcome briefing, commitment and tools to coach the participants after the workshop, a three month plan with milestones for this MSP to be carried out back on the job. Make the supervisor partially responsible for skill transfer and competence of his\/her team members. <\/p>\n<\/li>\n

    6. \n

      Set up a \u201cTraining Gym.\u201d<\/strong>\u00a0 Using AI tools, set up \u201ctraining gym\u201d where participants must practice their skills with AI generated personas that model real life situations. Practicing in the \u201ctraining gym\u201d can also generate unbiased scoring on skill use and clearly identify skill gaps for relearning or skill coaching saving training money and protecting the initial workshop investment. <\/p>\n<\/li>\n

    7. \n

      Prevent Garbage In Garbage Out<\/strong>. Best to invest training funds on training employees that have passed probation or exhibit the potential and attitude to grow to be more successful. Also get respectful feedback from the trainer on participants who may not do well in their current job: for example, the participant who struggled in class to master selling skills. <\/p>\n<\/li>\n

    8. \n

      Only Work with Training Providers who \u201cGo the Extra Mile\u201d to exceed training success outcomes and expectations<\/strong>. When I say this, the trainer is motivated to exceed in the workshop outcomes, and be a \u201cservant leader\u201d to support the Project Champion and Training Department on getting on the job results after the training workshop.<\/p>\n<\/li>\n

    9. \n

      Hire or Promote a Successful Line Manager to Lead Your HR Department<\/strong>. This looks like a risk, but if presented as a \u201cway to the top\u201d in the organization, it pays big dividends in getting buy in to training and on the job reinforcement by HR internal customers who are usually line managers that can respect this unique HR leader.<\/p>\n<\/li>\n<\/ol>\n

      I hope you found this blog insightful to get a much better return on your organization\u2019s training investments. I have many real life customer examples of how we have helped organizations get a better ROI that leads to growing your employees to be successful in their jobs. Call me if you need help!<\/p>\n

      Michael J Griffin
      CEO & Founder of ELAvate
      Training Gym Coach
      Thrives on Getting Training ROI!
      griffin.michael@elavateglobal.com
      +65-91194008 (WhatsApp)<\/em><\/p>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"

      By Michael J Griffin 5 minute read Recently, the major shareholder of a large billion dollar joint venture in Indonesia ranted on how their training investment is not getting the desired results in increased productivity and revenue. \u201cBlame the consultant\u201d is a very familiar way to pass on the blame, but training is rarely the […]<\/p>\n","protected":false},"author":1,"featured_media":287255,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[117850],"tags":[4629,25055,117851,5714,11237,12938,573,324],"dealstore":[],"offerexpiration":[],"class_list":["post-287254","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-elavate-leaders","tag-dont","tag-dos","tag-elavate","tag-global","tag-investments","tag-roi","tag-solid","tag-training"],"yoast_head":"\nHow to Get a Solid ROI on Your Training Investments Five Don\u2019t & Nine Do\u2019s \u2014 ELAvate Global - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=287254\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Get a Solid ROI on Your Training Investments Five Don\u2019t & Nine Do\u2019s \u2014 ELAvate Global - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"By Michael J Griffin 5 minute read Recently, the major shareholder of a large billion dollar joint venture in Indonesia ranted on how their training investment is not getting the desired results in increased productivity and revenue. \u201cBlame the consultant\u201d is a very familiar way to pass on the blame, but training is rarely the […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/fivemor.com\/?p=287254\" \/>\n<meta property=\"og:site_name\" content=\"Som2ny Network\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-11T04:40:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/fivemor.com\/wp-content\/uploads\/2025\/06\/WhyYourTeamE28099sHarmoniousCultureKillsTeamCollaboration26Innovation28529.png\" \/>\n\t<meta property=\"og:image:width\" content=\"540\" \/>\n\t<meta property=\"og:image:height\" content=\"540\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/fivemor.com\/?p=287254#article\",\"isPartOf\":{\"@id\":\"https:\/\/fivemor.com\/?p=287254\"},\"author\":{\"name\":\"admin\",\"@id\":\"https:\/\/fivemor.com\/#\/schema\/person\/b85e3c3dc0e1daea076524dc8810c371\"},\"headline\":\"How to Get a Solid ROI on Your Training Investments Five Don\u2019t & Nine Do\u2019s \u2014 ELAvate Global\",\"datePublished\":\"2025-06-11T04:40:09+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/fivemor.com\/?p=287254\"},\"wordCount\":983,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/fivemor.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/fivemor.com\/?p=287254#primaryimage\"},\"thumbnailUrl\":\"https:\/\/fivemor.com\/wp-content\/uploads\/2025\/06\/WhyYourTeamE28099sHarmoniousCultureKillsTeamCollaboration26Innovation28529.png\",\"keywords\":[\"Dont\",\"Dos\",\"ELAvate\",\"Global\",\"Investments\",\"ROI\",\"Solid\",\"Training\"],\"articleSection\":[\"ELAvate! 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