Reader I have the worst experience with Google Maps in Europe.

Reader, I was so frustrated!

But Google Maps isn't the only business that promises help and delivers confusion and disappointment.

There are a lot of speakers, trainers, and consultants making the same mistake for one or more of the following reasons:

• Creating a one-size-fits-all solution
• Not having clear criteria to qualify clients
• Not completing a proper assessment to make sure they are solving the right problem
• Dazzling packaging and delivery without actionable substance
• Not including a follow-through/implementation support component

It feels so frustrating when I speak with a leader who is struggling to get approval because the last person they hired to provide training or team development didn't make a discernible impact.

Talent development for you and the people who report to you should be at the top of your priority list. Here's why:

• The Retention Multiplier: 94% of employees say they would stay at a company longer if it invested in their professional development.
• The Profitability Premium: Organizations that invest in strategic employee development see an 11% increase in profitability and a 24% increase in productivity.
• The Manager Effect: Managers account for 70% of the variance in employee engagement scores, making supervisor and manager development essential. You aren’t just training one person; you are influencing the productivity of their entire downstream team.
• The Replacement Tax: The cost of replacing an employee is estimated at 1.5 to 2 times their annual salary. Investing $5k in a manager’s growth is a hedge against a $150k loss if they leave.
• The Adaptability Gap: According to the World Economic Forum, 44% of workers’ core skills will be disrupted by 2027, requiring new training.

Reader those are very compelling facts. 👀

So as you put your plans together, here are some tips to keep you from falling prey to the wrong solution:

1. Just because someone else loved it doesn't mean it is right for you. Ask this question: "Who is this right for and who is it not for?" If the answer is basically "everyone," it could be that this provider doesn't give enough attention to targeted impact in their design.
2. Dig into the recommendation. Ask this question: "What impact did you see from this in the first week, month, and quarter?" Having a fun time together is important, but it isn't enough.
3. Be an active participant. Ask this question: "What is the plan to carry the learning back and ensure implementation on the job?" Remember that behavior change requires reinforcement and support, some of which should come from those the participant reports to.

Reader, let me be clear—hire me for your training and team workshop needs!

• I start with an assessment that helps you crystallize the outcomes you want before we ever get to programs and solutions.
• I customize the design and delivery for every client (boutique services at reasonable prices).
• I develop fully integrated solutions that include preparing leaders to support and reinforce, on-the-job tools to assist implementation, and follow-ups to address challenges.

If you and your team would like to accelerate the journey, I'd love to collaborate with you to make that happen.

​Get started with a complimentary assessment convo. ​
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Cheers to you,

Catch Up on 'the story i'm telling myself' podcast

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