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Here's How to Prove the Value of Training to Your Organization

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Tips and tricks for proving the value of training at your organization.

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In organizations, there's an ever-present conversation about gaining buy-in. Most of the work in companies is done through influence rather than hierarchy due to corporate team-based structures, requiring professionals to have considerable skill at getting support for their ideas. After all, you can have a revolutionary idea for your company but without buy-in for it, nothing will happen.

In his book Buy-In, Harvard Business School Professor John Kotter explains the importance of gaining others' support in order to create real institutional change: "Buy-in is critical to making any large organizational change happen. Unless you win support for your ideas, from people at all levels of your organization, big ideas never seem to take hold or have the impact you want. Our research has shown that 70% of all organizational change efforts fail, and one reason for this is executives simply don't get enough buy-in, from enough people, for their initiatives and ideas."

As any leader can attest, getting true buy-in isn't easy. One significant factor is that the process we use to secure buy-in is inherently flawed. In fact, we don't approach it as buying at all - but about selling in. I call it "describe and defend." We develop an idea, sell it to ourselves first, and then go about selling it to others. We consider every objection and develop an air-tight defense for each one. The problem is that we need others to be open to our influence. When they feel sold to, they are more likely to resist or ignore our entreaties. We may get compliance but we won't get the kind of buy-in that motivates others to deeply support our ideas.

Real buy-in involves at least some element of co-creation. It invites discussion, debate, and allows everyone to feel even more vested in the outcome.

To lend a structure to buy-in, I developed a model called Dial-In™. It involves having a crisp idea but holding it in draft form. Then before it's confirmed in our minds, taking it out to others to invite discussion, acknowledge ideas, and leverage those ideas back into the whole.

This doesn't mean that every opinion about our idea is accepted. We let others know that their views are helpful for us to finalize our idea, and we're looking at varying viewpoints. Most people understand that they are part of a larger process, if explained up front.

Here's a walk through how to get true buy-in, using the Dial-In™ model, and blending in advice from Kotter and other experts.
Formulate a coherent idea or vision - but keep it in draft form.

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In organizations, there's an ever-present conversation about gaining buy-in. Most of the work in companies is done through influence rather than hierarchy due to corporate team-based structures, requiring professionals to have considerable skill at getting support for their ideas. After all, you can have a revolutionary idea for your company but without buy-in for it, nothing will happen.

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By 2020, 25% of the American workforce will be over the age of 55 and approaching retirement, a phenomenon becoming known as the Silver Tsunami. While this could create a shortage of skilled workers in a number of fields including electric utilities, telecommunications, and manufacturing, augmented reality (AR) is poised not only to address issues faced by our aging workforce, but to fundamentality increase productivity by changing how all employees are trained in the future.

In 2016, U.S. companies across industries spent nearly $1,000 in training per employee, largely delivered in traditional formats like classroom-based seminars and classes, and even online training modules that mimic that experience. This kind of learning has suited people's needs for centuries, particularly when learning was thought of as memorization with many cultures celebrating those who could recite long texts with exceptional rote skills. But as the breadth of human knowledge expanded, learning paradigms have changed with the works of John Dewey and others who recognized that understanding why information is important and how it relates to our world is true learning-and should be the goal.

In the coming years, machine learning and augmented reality will likely take both educational approaches to the next level by empowering workers to have the latest, most accurate information available in context, when and where they need it most.

Here are four ways that digital reality can revolutionize corporate training:

Real-Time Information

Heads-up displays on AR glasses or safety helmets will assist those in the field by being able to recognize equipment and guide workers through step-by-step diagnostics. A maintenance worker could look at a specific make or model of high-voltage equipment on an oil rig and be safely taken through the diagnostic and repair procedure. No need to retrain a workforce when information becomes dated or obsolete. When new equipment is added to a facility, the system will be updated and all field workers will have the most current information. Workers just need to learn how to use the digital reality hardware, and they will be prepared for field work. Less time will be spent in off-site training so productivity increases.

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A Virtual Presence for Skilled Workers

See-What-I-See (SWIS) glasses will give the most skilled workers near omnipotence. No organization has a workforce with equally distributed skills and experience. When out-of-the-ordinary problems occur in the field, all-too-often a second team needs to be dispatched, costing the company both time and money. Rather than rolling a second truck with more senior technicians when an unfamiliar problem is discovered, top talent can now work from a central location and literally see what the field service teams are seeing from their augmented glasses. A construction crane operator, for example, could remotely operate cranes at construction sites around the globe. The most experienced workers will be available to transport their skills across time and space-without ever leaving their desks.

Retaining Skills and Knowledge

Augmented reality systems can retain valuable employee learnings and insights. Highly trained skills will no longer leave the company when experienced workers retire. A recent U.S. government report estimates that half of all electrical lineworkers will retire within the decade causing a shortage of manpower that could affect America's energy grid. Artificial intelligence systems can actually learn and adapt by watching what today's workers are doing right (and conversely what they are doing wrong) to make the augmented systems smarter and safer. With machine learning built into future systems, all workers can benefit from whatever one worker has discovered. Training systems become evolving tools for increasing productivity and safety.

Learning Experiences via Everyday Devices

Lastly, corporate benefits of augmented reality training aren't dependent on the next generation of hardware. The new ARKit from Apple turns today's hardware into powerful AR training tools. As Craig Federighi, head of software at Apple, aptly pointed out at the company's most recent developer conference in June:

When you bring the software together with these devices, we actually have hundreds of millions of iPhones and iPads that are going to be capable of AR. That's going to make overnight the ARKit the largest AR platform in the world.

Just as the smartphone was adopted by employees long before corporate training apps were created, millions of workers are engaging with augmented reality on their phones and tablets today. Their familiarity with these devices will make training the worker of tomorrow much easier. Properly configured, today's digital reality and machine learning tools have the power to improve safety, productivity, and reduce cost.

Isn't that the reality we are all striving for?

Jay Samit is the independent vice chairman of Deloitte's Digital Reality practice and author of the bestselling book Disrupt You!

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4 Ways Augmented Reality Could Change Corporate Training Forever

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By 2020, 25% of the American workforce will be over the age of 55 and approaching retirement, a phenomenon becoming known as the Silver Tsunami. While this could create a shortage of skilled workers in a number of fields including electric utilities, telecommunications, and manufacturing, augmented reality (AR) is poised not only to address issues faced by our aging workforce, but to fundamentality increase productivity by changing how all employees are trained in the future.

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Designed by our Guest Blogger, Arun Pradhan

Arun Pradhan has over 17 years' experience in digital and blended learning. He currently works as a senior Learning & Performance consultant at DeakinPrime, helping to deliver 70:20:10 inspired solutions for some of Australia's largest telcos, retailers, banks and insurers.

In his spare time Arun blogs about learning, performance and 70:20:10 solutions at Design4Performance.

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INFOGRAPHIC: THE FUTURE OF CORPORATE LEARNING - Learnnovators

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Designed by our Guest Blogger, Arun Pradhan Arun Pradhan has over 17 years' experience in digital and blended learning. He currently works as a senior Learning & Performance consultant at DeakinPrime, helping to deliver 70:20:10 inspired solutions for some of Australia's largest telcos, retailers, banks and insurers.

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Great resource for articles relating to HPI in an educational and corporate setting

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Great resource for articles relating to HPI in an educational and corporate setting

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Discover the best collection of eLearning articles, concepts, software and eLearning resources

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Post your eLearning article. At eLearning Industry you will find the best collection of eLearning articles, eLearning concepts, eLearning software, and eLearning resources.

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As a training manager, you want your employee training and development initiatives to be a success. But, to get a favorable response for your training program, you need to identify the training needs and a right training program that builds the skills/competencies of your employees. But, what is the crux of a perfect training program? How can you bridge the gap between the expected performance and current performance of your employees?

These gaps can be bridged by a thorough training needs analysis. But why is it important? Well, it is the first step in the development of a training plan. Training needs analysis helps in identifying the key areas that require training and also empowers employees to acquire new skills at a faster pace. But, the question is - how to conduct training needs analysis? Well, here is an info-graphic which shares some tips to conduct a training need analysis.

Hope you find this info-graphic informative. Do share your views.

Topics: Online training

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4 Tips for Effective Training Needs Analysis - An Infographic

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As a training manager, you want your employee training and development initiatives to be a success. But, to get a favorable response for your training program, you need to identify the training needs and a right training program that builds the skills/competencies of your employees. But, what is the crux of a perfect training program?