- L&D teams struggle the most with budgetary constraints, then getting executive buy-in.
- They struggle to demonstrate a return on investment (ROI).
Here's how it usually plays out- a manager has a problem and it's gnarly. Not only does s/he not know what to do about it, but also doesn't have the capacity or time. Let's call Training! Throw the issue over the cubicle and make sure it lands on another scapegoat- Training is the perfect candidate. Best case, the training works. Worst case, we blame Training for not working.
Much like Charlie Brown kicking the football, Training gets the call and is excited to finally tackle a gnarly, important business problem. No one is available to talk about what the issues are, and the manager will not be able to attend the session. The trainer reluctantly builds a learning strategy from things that have worked before, still hopeful a breakthrough will occur. As the session begins, half the people don't show up on time, and some not at all. No one knows why they are there and all are fearful that they are in trouble for something. At the end, the talented, caring team members (motivated) thank the facilitator for some new thoughts and techniques for managing the problem and that's the last word ever heard from this team. No one asks the learners about the session, no one changes behavior and the leader moves on to the next crisis.