The foundation of math is addition, subtraction, multiplication, and division. Once that is mastered geometry, algebra, trigonometry, and calculus are added. You cannot master the difficult skills without a foundation in the basics. There is no such foundation in professional development. We hire employees with the assumption they understand how to be a professional based on prior employment opportunities. We expect them to be mature as employees and people with no deep dive into their work or employment history. We skim through references, do a cursory background check, peruse their resume, and if the interview goes well, we give them an offer letter.
Once they are onboarded we expect them to do their assignment with excellence, not paying much attention to their professionalism until a problem occurs. If the problem cannot be corrected, we are forced to terminate their employment and start the hiring process again. A college education does not train you how to be professional. A college education gives you skills you can parlay into employment. If you do not learn professionalism along the way, you will struggle in developing work relationships needed to help you complete your assignment efficiently.
Professional training is needed for the novice and experienced employee. Periodically, smart companies provide refreshers on communication, self-management (there is no such thing as time management), goal setting, and leadership of teams. Smarter companies make this training part of the onboarding process and include personality assessments of new hires to know where they fit into the company mission and vision. However, these types of training are conducted annually so employees will remain current with information needed to help them grow in their assignments.
Companies are challenged to continue this regimen when budgets are adjusted. The priority changes to sales and profits. Some employees become part of a reduction in force. Luxury line items, such as corporate training, are eliminated from budgets and training is done in house by Human Resource staffs who may not have teams qualified to perform necessary workshops on related professional development. Consultants and other training companies specializing in soft skills and leadership can't be retained even though they have an excellent track record of providing services.
Employees need training and re-training. Companies must find practical ways to keep training included in their budgets and make development of employees a priority. Companies that do the best job in training should be on speed dial, and used on an annual basis at a minimum to provide refresher courses and isolated ideals as needed. The fundamentals of successful business should never be ignored. Training on application of these principles is always needed, especially with new hires or re-alignment of teams.
If your current role includes scheduling training for your teams, do you best to make it a priority. Find the funding. Look in other places to cut fat. Keep your teams fresh and motivated. Keep building your company from the inside out and remind your employees of their importance to forwarding the mission. It costs less to train, than it does to start over.
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