You need career development, and proactive training as the workplace rapidly changes, but let’s drill down to give you the maximum benefit, and ensure you have this entire key area covered, you also need to ensure career development is not just a wish list, but is aligned to the company, the person and reality. In order to this you need to make sure your training has 3 key aspects, these are; Technical, - the black and white required training, often the basics of every role. Remember not just new starters, but also as they enter new roles- you need to do this first!!!! Organizational- planning for the future, allowing your people to really engage with the business of tomorrow and develop themselves as well. Individual- Targeted at both job demands from a technical and organisational view point, but also employee needs and future growth that may not necessarily be a clear career path in the company. Adds to overall skill set, engages people and retains staff and improves culture. Once you have these identified, you can then plan your low cost high impact training programs. They are just sitting there waiting for you to identify them, as they are your people, your greatest asset. Your business has a mass of subject matter experts just waiting for the opportunity to engage further, and potentially be rewarded or recognised for their skills and abilities. Use this wisely. You can give your key people some external facilitation and training skills and then allow them to start to work on developing their programs. This can be started at management level and be seen as recognition for staff to be able to help train others. Simple ways are; Buddy or line training SME group talks adn e learning Cross functional working teams Regular team lead roles given out to run projets Subject matter experts given develop days to run as groups SUbject matter experts used as internal trainers and buddy’s Training through games and competitions Leaders as trainers Develop internal trainers in high turnover or specialised areas, and reward them Mentor systems Support internship and allow your employees at all levels to practice their mentoring skills Create a talent mobility platform to match skills of mentors and mentees Partner with government bodies that provide free training- such as health, welfare or finance etc Encourage and provide the tools for self directed learning Have leaders hold round table discussions on best practice Work with final year university students to develop e-learning packages Your people really have all of the answers, but have you asked them the right questions? Are you able to utilise your greatest asset by allowing them to become more involved in the business? If not, you will fail. Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training If you would like more information on any of these key topics I can be reached at [email protected], where you can book a free discovery call.