There is no doubt for an organization to learn and grow you need to develop your people. But the challenge especially for small companies is they neither have the time or money to deliver it. I think it is probably because we consider training as a luxury only for big companies with vast resources. This thinking needs to change. Training should be integral part of the routine and should not be treated as an activity we pursue only if time permits.
I am not talking about training about specific tools, but the most basic training required for the people in the industry. In my opinion it is learning the skill of problem solving. There may be specific tools to solve the problems based on type and industry but those are secondary compared to the basic scientific way of problem solving.
Why training is a challenge and why small companies need to address it?
Small companies cannot always hire experienced people due to high cost. So for many the best options are to hire a less experienced individual or someone freshly out of the college. These people may not necessarily be equipped with all the skills to be effective at their job from the first day. This is where it gets tricky. The companies know that these individuals need to be trained and developed, but instead it is thought of as an unnecessary cost and they are let on their own to find the answers. Over time if they are not properly guided, they become more experienced in just fighting fires than solving problems. Problems are not solved permanently, they recur and cause waste. The cost of this waste may be far greater than what would have been for the training. But since they are to relate to each other, it is never considered.
What could be the solution in this scenario where people can be equipped with right skills and also there is not strain on the budget or time?
Hi Vivek,
How are you doing.
I think the best solution for this kind of scenario is to fish out from the internal talent pool.
Orient them to be trainers (ofcourse, this will involve a little cost).
Motivate them & Use this internal trainers for training.
This might be one of the possible solution which might work.
What’s your view.
Hello Krish,
I agree, Internal trainers are more suited for training and developing your people. But I think in small organisation it is more important for business leaders to ensure that a initial group of people are trained to be trainers and support the continuous training.
Many think that training is one time thing, you do it once and you will remember forever. This is not practical as most people forget if they don’t practice. Thus we need to integrate training into our day to day routine.
Hello everybody, I think you are right. In small companies the “urgent matters” and the “fast solution” are the drivers of day by day activities. The skilled and experienced people must be devoted the be trainers for the others. The problem is alwaays training needs time and time is not always available for urgent needs, and so on.
I think first point for small companies is to find a financial help for training, helping them to point out who could be trained to become trainers.
Hi Mario,
Thanks for your input. You are right about “urgent matters” and “quick solutions” are drivers in small companies. The challenge is how do you find the time and money.
I agree that solution lies in finding internal trainers. But are all skilled and experienced people necessarily good trainers or can they become trainers if trained?
Skilled and experienced people are not always good trainers. They must be trained, usually because they are good “technicians”, but they could not have attitude to teach some other people. This is based on my experience. Generally speaking everyone must be trained to be trainer, but it is mandatory in small companies, where training is only “on job training” and not focused on “lean” aspects.
@ Mario, yes I have had similar experience too and you got it exactly to the point about the training being only “on job training”. Thus this skill becomes very important in small companies
If what you are training people in is skills and knowledge you intend for them to use frequently in the workplace then the ideal trainer is their supervisor. He/she is the one that will be driving, reinforcing and recognizing the application and results of these skills. Develop the supervisors, make teaching their employees how to use these skills through modeling their application in the workplace a key part of their job. When they say they don’t have time for that, look at what you have them doing that is more important than improving the processes they supervise. Treasure the supervisors that quickly rise to the challenge, nurture the slower adopters and replace the rest.
Hi Everyone,
Great topic – certainly a huge conundrum, and a great topic, well done Vivek.
Small businesses can be short on time, money and talent. Some see training as an investment, others a cost. Essential training in one might be considered optional elsewhere.
Training is a means to an end, and improving results through training can change a business’s view, but if this is not achieved it makes things difficult.
I like the idea of incorporating sound bite training into the day ~ 5 minutes at each tool box, delivered by peers (coached by their leader).