How much of your budget is dedicated to training v implementation?
Most organisations invest the majority of their budget on training. Which we define as the development of skills, or the increase of knowledge.
Implementation usually gets little attention. And it’s understandable. If we invest in training we are doing something, it looks like we are doing something, and staff feel that they are getting something.
So there’s lots of impact, right? Well maybe.
But how many have invested in training to look back and wonder how much stuck. That is, how much lead to new behaviours in the work place?
Implementation should be where we begin. What new behaviours do we want to see. How are these changes going to be supported, amplified and lead?