On 30th October we released an article on our blog asking what happened to the dividend from training. In the article we offered our 7 top tips to consider when designing and procuring training. If you missed them, here they are again as part of the Magnificent Seven series
- Plan professional development and decide what skills are needed, don’t just buy courses because everyone else does.
- Consider whether you want people to know about a topic or whether you want them to have skills, the design of the course will be significantly different and decisions on what techniques they need skills in will be required.
- Different qualifications reflect different competencies, our two exam boards are totally different, APMG test the knowledge of the book, whereas C4CM test the ability to apply knowledge – both very relevant but very different
- Consider little and often, short course (1 day) have less impact on productivity in the workplace and can contribute to gradual improvement in performance
- Remember that programme and project technical knowledge is only one dimension on an individual’s delivery, developing the right behaviours and contextual knowledge is equally important.
- Consider training in teams, there is more chance of the knowledge being spread across the team and the team element supporting individuals developing their skills
- Ensure that the organisational context is in place for the training, we have noted a totally different level of commitment and benefit from delegates attending training courses where they have a hunger for the knowledge to solve a problem.
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