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October 12th, 2021 · 4 min read

3 actionable strategies that guarantee success in corporate training

The cost of corporate training and learning

  • They’re too generic
    Many traditional learning and training programs follow a generic, one-size-fits-all model. While this can be useful for trainings that are relevant to a broad group of people, such as company onboarding, it’s not an effective approach for meaningful skill-building or continuous employee development.

    Not only does this alienate employees with varied learning styles, but it also fails to account for the different learning needs of individuals across different roles. For example, a junior-level software engineer on the path to management has an entirely different set of learning and training needs from someone on the same team at the director level.
  • They don’t align with tangible career outcomes
    Employees want to know that the time and effort required to commit to learning at work will lead to tangible career outcomes. Without a clear outcome in sight, it can be difficult to engage employees and get them to participate in your programs.
  • They don’t support long-term professional development
    Training is effective at getting workers to learn something new in a short amount of time, but it often fails to encourage continuous learning and development. These efforts are adequate for reaching short-term learning goals, but ineffective at promoting long-term growth, both for the employee and the business.

How to find success in corporate training

Provide a personalized learning experience

Utilize career pathing and objectives

Allow for flexibility

Thinking beyond corporate training

You can address talent development challenges