Author: Training Industry Articles

There are so many reasons why employees don’t engage with training programs that we could fill a season of late-night icon David Letterman’s “Top Ten.” For the sake of time, we’ll stick to the Top 3.

There are so many reasons why employees don’t engage with training programs that we could fill a season of late-night icon David Letterman’s “Top Ten.” For the sake of time, we’ll stick to the Top 3.

As a learning and development professional building a team that is required to accomplish miracles, you likely are, or should be, leveraging temporary talent.

You may have experience hiring employees or engaging vendors, but hiring temporary talent is often less familiar and represents unique challenges. With temporary talent, you’ll need someone who can hit the ground running and add value from day one.

Imagine that you’ve spent more hours developing a training program than you’ve slept in a year. You’ve consulted dozens of award-winning experts, invested in more books than you can count and scoured your field to create a treasure trove of invaluable information.

Each year, you send hundreds of people to training. They return inspired, but typically, they haven’t increased their skills, and their managers don’t have the time to coach and support new behaviors.