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Training is Critical for Surviving Hypergrowth

Why do some companies buckle under the intense pressures of hyper-growth while others thrive? The answer is that successful Enterprise Velocity companies have an engine, a deep corporate DNA that threads throughout the entire organization. That culture is created and sustained through a commitment to constant training.

What would happen if professional athletes failed to train regularly? Would they succeed? Would they feel a sense of accomplishment? Or would they experience humiliation in front of fellow athletes? Training is just as important to your corporate team. If you have not already determined a plan to hone the instincts of your employees so that they are more effective and efficient, then begin drafting your training plan today.

The benefits to training are numerous. A well-designed training program will:

  • Build a more effective and cohesive team
  • Create a professional network
  • Generate new ideas
  • Renew commitment to the company’s Velocity Ideals (mission, values, goals, Impossible Dream)
  • Build better communications skills
  • Develop hidden talent
  • Ensure consistent quality
  • Provide greater focus
  • Clarify the concepts of the Enterprise Velocity model
  • Increase sales and marketing efficiencies
  • Help uncover new competitive advantages

The excuses for not implementing a training program are just as numerous. Some employees are reluctant to be trained. They like doing things the same way they have always done them. Perhaps they found school difficult and do not want those experiences to color their managers’ opinions of them. They do not realize that a well-designed training program can be effective, objective and fun all at the same time.

Another common excuse is that there is not enough money budgeted to pay for training; however, the fees of a well designed training program should be based on return, not just bodies in a room.

In the beginning, a firm should use professionals to train and develop training programs, at least for the first cycle. Then, ongoing, there are specialties such as sales, marketing, leadership training as well as multi-media development that are best left to the experts rather than try an develop competencies inside of your organization that do not contribute directly to your core mission. Training that is essential to your mission should be directly in the middle of everyday life for your employees. That requires commitment to constant training from the top down.

Photo credit: Classroom with Three Figures, by Carl Clifford

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  1. I don’t want to put in a big training system. Can I do this with just videos and can you help with that? I like your animated overviews and webinar recordings. Something like that.

  2. This is maybe a weird question, but if I’m holding a training class, what should I have the students wear? We normally would be a little dressier than business causal in our workday. A sport coat, but no tie. But I’m holding a week-long class and I think I should let them wear whatever is comfortable.

    • Me personally, I’d make them dress. If that is what you expect, don’t stray from it while they’re training.

      Wear the uniform that matches the sport.

  3. I couldn’t agree more. Now how do I get my company to actually do it???? 😉

  4. What about training for our resellers?

    • Reseller training is key to your velocity. But not just product training. Train them to sell. Train them to be better marketers. Some companies need to give resellers a lot of hand-holding and it’s not the resellers fault. Maybe you have so many sales and marketing and product resources that you need to train your resellers just on how to do business with you. But train them frequently because it not only makes them better at selling, it makes them more loyal to you. You stay top of mind.

  5. Do you recommend in-person training, coaching, video, what?

    • Jefferson, my cop-out answer is “it depends.” But it really does depend. Are you hiring a bunch of people into a similar position that is fairly technical and skills oriented? Then video or internet is fine. Are you hiring one at a time and they need to learn to navigate the waters and make unique decisions? Then I’d go to the other end of the spectrum with coaching and mentoring.

  6. Wonderful post. We have the best intentions for training, but we’re stuck a little bit. We hire conservatively and then throw them into the fire because we’re rushed with new projects. Any thoughts for how we could build a training program when we’re always rushed and only hire one or two noobs at a time?

    • I think your company is a perfect candidate for some outside coaching. Take a look at our coaching offerings, especially velocity coaching. An area in which I’ve done a lot of study is how to motivate and coach new hires to navigate their new company when there isn’t a training program formally in place. I call it “New Hire Velocity.” Basically, I coach them how to find the right resources, plug in quickly and hit home runs in their first 90 days. OK–end of sales pitch…

  7. Training is the key for any fast org. But no one commits the time.

  8. Great post. I’m impressed with your blog! Extremely helpful information specifically on interesting marketing strategies. Thank you and good luck.

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