How to Get Executive Buy-In For Your Training Program Find out the 3 main reasons executives balk at funding your training and arguments you can use to win over their support (and budget). Published on 2 November, 2016 Investing in learning and development programs can be immensely helpful to an organization, but at its heart, it is an investment – which means you need to convince the executives to back you before you do anything. The first step in persuading your executive team to start a L&D program is to think about how it fits into their goals. Easy example: From your perspective, sales training would help your sales team hit their numbers; from the executive’s perspective, it fits into their goal of growing sales by 10%. Some Common Objections Are: Monetary cost – Any new program will use up precious budget, including outright and overhead costs. Human cost – Training programs require employees’ time from organizing and marketing the classes to taking employees away from their day-to-day tasks to attend the course. Inefficiency – Training naysayers may point to the forgetting curve as evidence that training courses aren’t as effective as you claim they will be. Long Term Benefits of Training Many of these objections can be thwarted by demonstrating the long-term benefits of training, such as: Better-trained staff do their jobs more efficiently – Training sets up new employees for success by bringing them up to competency. It also keeps current employees at the top of their game and gives them new ideas to rejuvenate their roles, leading to a healthier organization. Higher employee retention rates – For the same reasons as above, employees are more likely to succeed with training. More importantly, The Towards Maturity Benchmark found that employees prioritize job productivity and career development. When their company provides that training, they feel that their employer is investing in them as well as fulfilling their needs, making them more likely to stick around. Improved stock prices – The flashiest reason of all is a study by Laurie Bassi in 2004 showing firms that invested in training performed better on the stock market the next year. You should also walk into the meeting with some research on the kind of training program you want to offer. Gone are the days of solely face-to-face training; these days, you can and should offer training in a number of formats to meet each employee’s learning style. Research blended solutions and companies you can partner with to help you distribute training content virtually so that you understand the costs associated with a virtual classroom. [Free Webinar] Measuring the Effectiveness of Your Training Millions of dollars are being invested in training each year. But how are organizations measuring the effectiveness of their training, especially soft skills training like sales? At Richardson, Eileen Krantz, Vice President of Client Analytics, has discovered that some clients believe that there is just an inherent value in providing quality sales training, others are more concerned with just aligning training with the sales strategy, and some develop a comprehensive measurement strategy to isolate the financial return on their investment. twitter Tweet facebook Share pinterest Pin Mimeo Marketing Team Mimeo is a global online print provider with a mission to give customers back their time. By combining front and back-end technology with a lean production model, Mimeo is the only company in the industry to guarantee your late-night print order will be produced, shipped, and delivered by 8 am the next morning. For more information, visit mimeo.com and see how Mimeo’s solutions can help you save time today.