Overcoming the Barriers that Prevent Training
As a provider of accredited asset management, maintenance and technical training, we will be the first to advocate the importance of training to businesses and their staff. We all know that suitable, well-planned, well-organised, professional training brings with it a whole myriad of benefits.
We work closely with City & Guilds, as many of our courses are accredited by this internationally recognised organisation, so it was with great interest that we read their recent article about the Training Trends in 2023 - Unlocking Investment, Realising Potential. Although it is clear that the benefits of training are recognised and organisations, as a whole, are investing more in training, there are still barriers and issues which prevents both essential and non-essential courses being planned and implemented.
We often experience the ‘change-of-heart’ from our clients. Clients who have spent time with us planning training programmes with all good intentions, only to cancel plans as internal or external influences hamper progress. There are many reasons why businesses might decide not to go ahead with planned maintenance management and technical training. Here we look at some of the main causes and how you can be prepared to overcome these potential barriers if you are trying to implement a training programme in your organisation:
Cost Constraints
One of the most common reasons we hear is budget constraints. Training programmes, especially those focused on specialised areas like maintenance management, can be costly. If a company is facing financial challenges or prioritising other critical expenditures, they may delay or cancel training initiatives.
How to Overcome
Cost-benefit analysis
Overcoming cost constraints when considering a training programme requires strategic thinking and resource management. It's important to conduct a thorough cost-benefit analysis to demonstrate the potential returns on investment from the programme. This analysis can help justify the expenses and showcase the long-term benefits of having a skilled and knowledgeable workforce.
Prioritise and phase
Identify the most critical training needs and prioritise them based on the immediate and long-term goals of the business/department. Focusing on high-priority areas allows for more efficient use of resources.
Instead of implementing all training initiatives at once, consider a phased approach. This spreads the costs over time and allows the organisation to assess the effectiveness of each phase before moving on to the next. Phased implementation also minimises disruptions to daily operations.
Gain support
Additionally, involving key stakeholders in the decision-making process and communicating the strategic value of the training can gain support and help overcome resistance to the associated costs.
Short-Term Focus
Some businesses, especially those under pressure to meet short-term financial goals, may prioritise immediate production needs over long-term maintenance planning. In such cases, the focus might be on maximising output in the short run rather than investing time and resources in training programmes that provide benefits over the longer term.
How to Overcome
Immediate impact
Although training may be perceived as providing long term benefits, it is important to highlight the immediate impact on the person or business. Emphasise how the training programme can provide quick, tangible benefits to the organisation. Identify specific skills or knowledge that participants can apply immediately to improve their current tasks or projects.
Link to current challenges
Illustrate how the training directly addresses and resolves existing challenges or pain points within the organisation. If the training can offer solutions to pressing issues, it becomes more relevant to short-term goals.
Gain support
Again, involving key decision-makers and influencers in the planning and decision-making process can help ensure that the importance of the training is recognised at all levels of the organisation. Providing regular updates on the progress and impact of the training can also help maintain engagement and support, even in the face of short-term priorities.
Strategic initiative
Ultimately, the key is to position the training as a strategic initiative that not only addresses immediate needs but also contributes to the organisation's long-term success.
Resistance to Learn and/or Change
Resistance from employees or management can be a significant barrier to the adoption of new practices. If there is a lack of buy-in or understanding of the benefits of training, individuals within the business may resist the changes associated with the training.
How to Overcome
Address concerns
Overcoming resistance to learning and/or change when implementing a training programme involves addressing the concerns and uncertainties of individuals within the organisation head-on.
Communicate purpose and benefits
Provide a clear and compelling explanation of why the training programme is necessary and how it aligns with the business’s goals. Emphasise the positive outcomes and benefits that participants and the organisation as a whole can expect.
Include colleagues
Include employees in the decision-making process and planning of the training programme. When individuals feel that their input is valued and that they have a role in shaping the training initiative, they are more likely to be invested in its success.
Share success
Showcase early successes and positive outcomes resulting from the training. Whether it's improved performance, increased efficiency, or positive feedback from clients, demonstrating tangible benefits helps build confidence in the change.
Continuous improvement
Foster a culture that values continuous learning and a growth mindset. Change is a natural part of professional development and that acquiring new skills through training is an opportunity for personal and collective growth.
Successfully managing resistance to change requires a combination of effective communication, support mechanisms, and a positive reinforcement of the benefits associated with the training programme. Tailoring strategies to the specific concerns and context of the organisation is crucial for overcoming resistance and fostering a culture of continuous improvement.
Previous Negative Experiences
If the company has had negative experiences with training programmes in the past, whether due to poor implementation, issues with an organisation providing the training or a lack of tangible benefits, decision-makers may be hesitant to invest in similar initiatives.
How to Overcome
Address past issues
Overcoming previous negative experiences with training programmes involves addressing past issues and creating a positive environment for the new training initiative. Understand the specific issues and challenges that led to negative experiences with previous training. Conduct surveys, interviews, or focus groups to gather feedback from employees who participated in those programmes. This information is crucial for pinpointing areas that need improvement.
Tailored programmes
Tailor the new training programmes based on the identified needs and challenges. Ensure that the content, delivery methods, and formats address the specific concerns raised by participants in previous programmes.
Clear expectations
Clearly communicate the objectives, benefits, and expectations of the new training programme. Address any misconceptions or concerns that may have arisen from past experiences. Provide a detailed overview of how the current programme differs and how it addresses the shortcomings of previous initiatives.
Gain support
Here it is again! Gaining support and engaging key stakeholders, including managers, team leaders, and other influencers, in the planning and execution of new training programmes is key. When these individuals are actively involved and supportive, it can positively influence participants' perceptions and experiences.
It's essential to acknowledge and learn from past mistakes while emphasising the improvements and positive changes implemented in new training. Transparency, communication, and a focus on meeting participants' needs can go a long way in overcoming scepticism and building a more positive perception of training initiatives within the organisation. Regularly evaluate the effectiveness of the training programme and make adjustments based on ongoing feedback to ensure continuous improvement.
Unique Situations
It's important to note that the decision not to proceed with planned maintenance management and technical training can be influenced by a combination of the above factors, and each situation is unique to the specific circumstances of the business.
Quality training
From the City & Guilds report, it shows that only 30% of respondents strongly agreed that their training programmes were of high quality, which does suggest that, even when you are able to invest, that doesn't always guarantee quality.
Two take-aways
Here are two key points that were highlighted and should be noted by any business looking to plan a training programme:
Training was identified as the top driver of business growth by the majority of respondents.
Improved staff performance and productivity were identified as the two most important benefits of training.
Regardless of the type of business, training is clearly a driver for success. Whatever the barrier you face, you need to find a way to overcome it because if you want your department or business to thrive - you need quality training!
Talk to us about how our C&G accredited courses can support your staff and your business within asset management, maintenance and technical skills requirements and how we can create programmes that align with your business goals and support measurable skills development for your employees.
