Show findcourses.com as: Mobile

Proving Value in the Face of Flat External Training Spend


Does one of your biggest challenges as a training supplier stem from flat organizational spend on external training? If you haven’t felt the squeeze yet, consider that L&D professionals have cited lack of budgetary resources as their top challenge in 2018.


According to findcourses.com’s survey of L&D departments in the U.S., one key differentiator of top performing departments, regardless of industry or size, is their close relationship with senior executives and their commitment to measuring the ROI of corporate learning. Unsurprisingly, these departments were most likely to hold more days of training per employee and oversee the largest budgets. As competition between training suppliers escalates in the face of static spend, how can you stand out from the competition and simultaneously help training buyers champion their investment with you?


Small learning budget, big budget role


Consultative-selling is already an established practice for training suppliers. Taking this a step further by asking deeper questions about how external training is tied to business impact and offering empowering advice could pay dividends. By helping L&D professionals craft a compelling message to senior leadership that external training is a business-driver, you will not only build trust, but become a catalyst for increasing training spend.


If your resources – understandably – don’t allow you to offer this level of consultation for small accounts, consider a more scalable approach. Inbound marketers might use a “lesson-based nurture” strategy, in which you would send short videos or email tips through automation over a period of time.


In this case, you could film informal videos with tips from your senior leadership on demonstrating the value of training, or send a series of blog post tips on collecting and presenting impact stories from freshly trained staff members. If you are a smaller training supplier and this still sounds beyond reach, consider including free, helpful guides, infographics and videos created by industry leaders on showing ROI to help light the spark.


The right questions help share what success looks like


If you’re not already asking what would make your training session considered a success, start. If your client says they’ll be measuring your program based on participation or positive learner evaluations, push back. “The added value learning provides to business can only be solidly proven in the application of knowledge, skills, or reengagement on the job,” according to Jack Phillips, PhD, Chairman of the ROI Institute. Helping to measure how the organization will be positively impacted after your training is the first step to elevating the value of the education you provide, and will set clients on the right path to prizing that value.


Ask to speak to a manager


Many training suppliers request a phone call or meeting with managers who will oversee the employees after their training. Managers are the biggest influence on individuals using learning on the job, according to Phillips, which is why he recommends learning professionals consult with managers to ensure business impact after the training and calibrate your program based on the day-today business challenges of participants. When managers feel like they have a stake in the training you provide, they’ll be keen to encourage employees to use what they’ve learned, and also happy to report success and act as an ally in requesting more training budget from top management to help them meet their objectives.


Help your client own their success


Help your training buyers become heros in their organization by empowering them to take well-earned credit for positive outcomes that stem from the supplier they won budget for and chose.


At BPS World, an international recruitment company and winner of the HR Excellence Awards’ Best L&D Strategy in 2017, “when we have had a successful quarter, there will be a number of people that try to ‘own’ that success” says Jo Rapley, People and Culture Manager. “We therefore set clear objectives at the start of any program. Participants are asked to keep a learning log of how learning has had an impact on their job, team, or business and it’s collated when calculating ROI,” says Rapley. By simply suggesting something like a “learning log” to participants on your training, the manager you speak with, and your client, you could help them create a clear link between training and business impact. If underwhelming corporate learning budgets are a challenge for your company, consider building trust, empowering your clients, and increasing budgets by making a compelling case for the business impact of your training.

Interested in learning more? 

Get your free copy of the North American Training Report 2018!

Learn More

What's included?
  • Revenue reports and predictions from our supplier directory survey of over 4,000 industry professionals.
  • A breakdown of North American training spend, top industry challenges and how you can stay on top of trends.
  • How training suppliers are marketing and selling products and services including marketing budget, channels, and strategy.

North American Training Report: 2018
This field is used for controlling automatic form submits. Please leave it blank:
findcourses.com

Last updated: 05 Jul 2019

You might also be interested in:

Last updated: 3/1/2019

Why are Companies Finally Investing in Talent Development?

Companies are finally starting to see the importance and benefits of investing in talent development. Find out why organizations are starting to pay attention and which top companies are leading the way!

Read more
Last updated: 2/28/2019

How the Met Office in the UK uses VR to Train Staff

If you're considering incorporating virtual reality into your training mix, read our interview with Helen Caughey, International Learning Consultant and Operational Meteorologist at the Met Office in the United Kingdom. She delves into why the Met Office began using virtual reality, how they're trying out the technology, and her advice for other learning professionals interested in VR.

Read more
Last updated: 3/1/2019

3 Essential L&D Trends for 2019

In order to get you started off on the right track in 2019, here are our top 3 predictions of the training trends you should look out. Get the inside scoop on what to expect in the upcoming year!

Read more
Last updated: 3/1/2019

How Pepper Built and Nurtured a Culture of Learning

We spoke with Sian Musial at Pepper whose Learning at Work Week activities caught our attention. Musial helped engage every level of her organization in silo-breaking networking events centred around learning, helped discover and develop subject-matter experts, all while introducing the company to new learning technologies.

Read more
Last updated: 7/8/2019

VR: A New Reality for L&D

Once a curiosity occupying the edges of L&D conferences, virtual reality is stepping forward to take its place as a core training tool for departments daring enough to try it. No longer being used exclusively to train in the military, aviation, and heavy industries, VR training is being tested and deployed today by companies like Walmart, KFC, UPS, and McDonalds.

Read about how companies are using VR to train employees today!

Read more
U.S. L&D Report: 2019 - Benchmark Your Workplace Learning Strategy

US L&D report 2019 - Benchmark your Workplace Learning

Are you curious about the L&D strategies of some of the U.S.'s top companies?

Find out what they're up to in findcourses.com's second annual U.S. L&D Report!

Take me to the report

Our newsletter
Leave your email and stay updated on professional training

LOOKING FOR TRAINING?

findcourses.com offers a free consultancy service to help compare training for you and your team

Request a free quote