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There are good reasons to mandate training and development in your organization, and there are bad reasons too. There are also good reasons for not training, in some circumstances, and bad reasons to refuse. Knowing what training can and cannot accomplish enables you to make the right decisions at the right time, ensuring that your training dollars are used in the most effective manner.

Look around your own organization, and what you are likely to see are significant changes that have occurred during the past year. You may have lived through down-sizing, changed mandates, increased workloads, and a host of other changes. Change has accelerated to the point where as our work worlds change, new skills, knowledge and concepts are needed to achieve both our corporate as well as personal goals - just to stay even, and to maintain our sanity.

The best way of thinking about training is to view it as a management tool, much like a carpenter's tool. Just as a carpenter picks the hammer and not a screwdriver to pound a nail, the manager should be choosing training because it is the RIGHT tool for the job.
To continue the analogy, if the supporting structure is rotted, only a foolish carpenter would attempt to pound the nail into the wood, and expect it to help. Likewise, if a manager expects things to improve as a result of training, then he or she needs to ensure that the supports are there for the use of the tool.

Unfortunately, more often than not, much training value is often lost because there’s a mismatch between what the business needs, and training as a solution.

As your training consultant, we ensure the match of those needs with the appropriate program to enable you to achieve the results for which you are looking.