Have you heard of scrap learning?
This is where you assess and inquire with your leaders about the practical application of their training in their day-to-day roles.
If you are only going to use 60% of what you have learned, then 40% is scrap.
All attendees of our Resilient Solutions programs in March expressed astonishment at this statistic and admitted they haven’t surveyed their leaders since COVID to assess the relevance of their training programs today.
– I realized there were not a lot of training programs for me to help these leaders through the transition.
I had to develop strategies as I went.
For example, we wanted to use Stack & Build behaviors to help these leaders navigate change – but what did we need to incorporate to do that?
I had to help the organization see that Stack & Build isn’t just about pushing out generic change-management training.
We had to first acknowledge psychological safety. Then we had to acknowledge how to communicate effectively. We also had to acknowledge how to handle conflict resolution, because there were so many complicated emotions as we went through the reorg.
This helped me realize the direction I wanted to take Resilient Solutions, to help organizations like yours.
Chances are, you’re throwing away money to these sporadic workshops and trainings – not realizing that if you’re more intentional, strategic and relevant to what your team needs today, vs. pre-COVID, you set yourself up for success.
In a similar way, how you structure your Strategic Cohorts and plan your Extended Learning Programs can make a world of difference in how your leaders progress, and how you structure future succession plans.
ONE OF THESE WAYS INVOLVES UTILIZING STRATEGIC COHORTS, which are peer-based learning pods or small groups that support each other to drive innovation and problem-solving.
Right now, you might invest tens of thousands of dollars into sporadic training sessions – and potentially throw money into a hole.
According to Harvard Business Review, inadequate training programs cost companies about $13,500 per employee per year.
Now, think about how you could invest a fraction of that money into setting up an effective Strategic Cohort program.
Keep in mind: When you lose a senior leader, your organization could pay up to 213% of their annual salary in turnover costs, according to the Center for American Progress.
