This article gives you the 8 key points for successful training and coaching and for companies, in B2B and B2C. The topic of leadership integration in companies also offers solutions to this dilemma.
1. A clear, sustainable, holistic strategy
Bring in external professionals to avoid mistakes and pitfalls. Decide who is trained or coached, when, how, how often and with what result. Almost 70% have no written, aligned, sustainable, holistic strategy and waste a lot of money on uncoordinated and poorly executed activities.
2. Decide who should train / coach
Internal coaches and trainers can make sense or be counterproductive. In principle, organizations should rely on a MIX of internal and external people. To establish something new, to coach top performers and top managers or to teach new skills, external specialists often make sense.
3. Set topics, expectations and the schedule
Your organization needs predictability. So do the trainers and coaches. Set the dates for the whole year and plan the following year by the end of November at the latest, before employees plan their vacations. Communicate the topics and your expectations clearly. Success also depends on your communication.
4. Topic focus
A maximum of 3 focus topics per year is enough. Too much leads to too little. As in sports, repetition and depth are effective. Concentrate on the topics that matter. An experienced expert can advise you in the selection.
5. Measurability & ROI
Yes, training and coaching have a clearly measurable ROI! Yours does not? We know why. Know your starting situation. Know your target situation. Develop a simple strategy for measuring successes and failures. That is the only way. We are happy to tell you exactly how it works and what to look out for.
6. Agility & stability
Strategies and situations are never perfectly stable. Important changes in the organization or the environment can make adjustments necessary. But resistance often arises in change situations in particular. Agility or stability: this should be decided case by case.
7. Which is the right trainer / coach
An assessment based on 3 criteria can help: personality, skills, experience.
Personality includes factors such as likability, presence, communication style and more; skills include abilities, education, expert level and the focus of the expertise; experience includes team size, international exposure, leadership level, company culture and company size, and more. For many topics, such as sales, leadership, communication and project management, industry experience matters much less than is generally assumed.
8. Last but not least
Training and coaching start at the top. Change in companies happens top-down, not bottom-up. But how do you make sure your top performers and top leaders / managers keep developing? We are happy to help with tailor-made academy concepts that fit you.
One of the most important fields of application for training and coaching is the integration of new external leaders. Leadership integration goes far beyond onboarding. “Onboarding” involves little more than getting the leader safely on board.”was the headline of a Harvard Business Review article.
“Integration” means doing what is necessary to make the new person a fully functioning member of the team as quickly and smoothly as possible.
In a survey of almost 600 top leaders worldwide, about 80% said it took them between 6 and more than 9 months to have full impact in their new roles. About 47% of all externally hired leaders leave the company again within 18 months. One of the most common reasons is missing or poor integration.
I have seen again and again how companies put enormous resources and focus into recruiting and selection and then forget integration. The results: 50 to 60% turnover, and 75% feel unprepared. Failed integration leads to an average of 15% lower team results than with normally performing leaders. The cost of “weak” performance is in the six- to eight-figure range. The cost of excellent leadership integration, by contrast, is in the four- to five-figure range.
Training and coaching is an absolute must in companies and an essential complement to the existing HR strategy. After recruiting, talent development begins with the topics of integration, onboarding, retention, learnability, performance and development. A dedicated Learning Academy, ein kluges Learning Management System oder personalisierte Weiterbildung? Ask us your questions.
Leadership development, the leadership pipeline, productivity gains, an improved company culture and a much stronger employer brand will increasingly generate considerable returns in the future. For years I have supported companies on training, coaching, training academies, learning management systems, personalized training, leadership development, leadership integration and executive sparring.
If you would like to learn more, just send me a message (mikewetterling@genic.ag ) or give us a call (+49 173 3879696 / +41 791598270 ). I look forward to an exciting dialogue with you.
Genic Direct GmbH & Co. KG
Schönbichlstrasse 90d
82211 Herrsching
Genic Direct GmbH & Co. KG
Schönbichlstrasse 90d
82211 Herrsching
