Wendy once worked in an organization with an IT department that had its own culture, separate from the rest of the company. If your computer had a problem, you had to learn how to submit a work ticket in their non-integrated system, and describe your problem in correct computer terminology, or you faced a long, long wait to get your issue resolved. Layman’s terms were met with condescending snickers and an even longer delay.
User friendly? Not really. Effective? No. No one wants to learn the jargon of another industry, especially one that they think is there to support them.
Training Evaluation Mistake #9: Working Independently to Create and Demonstrate Training Value
The partnership between training and the business is critical to being able to create and demonstrate training with organizational value.
82% of you correctly answered false to the related question in the Training Evaluation Strategy quiz:
The smart training professional can work independently to create and demonstrate the value of their training programs.
Training Evaluation Mistake #8: Treating Training Value Demonstration as a Separate Entity
We often are asked how much should be spent to show the value that training delivers to an organization, and how and when this should occur. Our response may surprise you.
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