Training as a revenue item

Do you think of training as expense or revenue?

What would it be like if the CFO asked if more training could be done if funds were provided … rather than constantly challenging if training is “necessary”?

How would that feel?

Training as a revenue item is radical and quite unusual …

In most organizations, training is treated as an expense. And a low-priority one at that, often first to be cut from budgets.

A key reason is that there are no real measures of training impact … no way to make good business decisions based on ROI since there is no apparent ROI, or at least that can be measured.

There is a better way! Training can be structured to focus on both sustainable change and ROI. Some of the benefits:

• Training can pay for itself via ROI.
• Training can pay continuing dividends after the training, compounding ROI.
• Hollow (and disregarded) phrases like “we invest in our people” or “people are our primary assets” become real. Investing in people via training can actually be treated as an investment.
• Training participants are more motivated to learn as they can clearly see how their learning connects to improved performance and ROI.
• Development plans become meaningful and implemented like any other plans.

If you’ve done this – great!

If you want to find out how to transform your training into a revenue item and engine of change, contact me …