Formulating a training strategy, like most aspects of planning a business, can have you in a tailspin, particularly in the start-up phase of the business.
How do you plan for a business you are not sure is going to grow?
Start with a plan and conviction to grow your business. If you doubt the future of your own business, you will not invest in growing the business and you will not attract an effective team. If you really are not sure about your business, you need to seek assistance to validate your idea.
How do you develop a training strategy?
Most entrepreneurs are not always confident in their recruitment process – largely because SME’s cannot afford to hire specialized skills or use sophisticated recruitment methodologies like psychometric testing or profiling.
Other challenges for entrepreneurs include:
- Time– this is a luxury for most entrepreneurs, which does not accommodate showing or teaching someone to do their job;
- Where and how to start – most entrepreneurs do not know how to delegate, much less train the next person to do the job. Be careful not to let your personality get in the way of progress;
- Skill– most entrepreneurs do not have the training or experience for each role required to keep the business going. You recruit someone that’s available to do the job in the hopes that they will learn how to do it right;
- Lack of trust and openness– High staff turnover leaves little room for trust and openness for fears that staff may leave with the skill. For the employer, training then seems like a waste – this is counterproductive in terms of improvement, leading us to the next point;
- Self-doubt – entrepreneurs that do not think they can predict or control the future do not invest in the future state of their company.
To develop a training strategy for your business, you should consider the following:
- The offering – not just what you offer customers, but how will you deliver what you are offering? The challenges differ depending on whether it is a physical or virtual delivery.
- Do you need a team of people with specific qualifications and experience?
- How do your competitors do it and how will you be different?
- Is there a process to get the job done or is it a unique experience every time?
If you do not need a team with experience and expertise, then you need to invest more in how you will train your teams. Added to that, how will you monitor the quality of the work done by the team?
Review your business for growth, and it might be easier to formulate a training strategy.