Over the last several months and over the next 9 months, our team has and will be training 60 key leaders of a large not-for-profit organization. It has been refreshing to work with an organization who has taken a "long ball view" toward staff development and future organizational readiness. One thing I have learned over the years is, building a learning culture within an organization doesn’t happen overnight.

Does your organization neglect to provide effective learning and development for employees? How do you convince leaders that offering employees opportunities for development and career growth is worth the investment?

When organizations don't invest in training and leaders hold the mindset that training is too costly or largely ineffective, it often says a lot about the mindset of the company. Consider a 2016 report by Gallup which indicated that 87% of millennial’s indicated that “professional or career growth and development opportunities” in a job was important to them. Ironically, IBM found that employees who can’t see themselves achieving their career goals with their current organization are 12 times more likely to leave and new employees are 30 times more likely to leave.

Rather than think about training in terms of what it cost, consider approaching training with this mental framework:

  1. What steps can we take to build a learning culture with our company and organization?

  2. What will our company and organization gain from developing a learning culture?

  3. What message do we communicate when we invest in the future of staff?

Richard Branson, the Founder of the Virgin Groups once stated, "Train people well enough so they can leave, treat them well enough so they don't want to." Developing a learning culture doesn't have to be costly or too elaborate but, your investment is an indicator on what the future of your company and organization will look like.


Invest Today For Tomorrow!

Inspired by his passion for seeing radical success in others, Kelvin focuses on helping organizations and their leaders achieve greater productivity, quality customer satisfaction, and profits through higher engagement levels.

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