The five costliestmistakes in trainingI N C R E A S E Y O U R B U S I N E S S P E R F O R M A N C E

Can you relate to these5 costly mistakes?

No.1

No.1 Administration devours resources

No.1 Administration devours resources

As the scale of your training programmes begin to grow,every aspect of your operation grows. More resources are

required to manage the workload and as a result yourbottom line begins to take a beating. Costs mount as

administrators wrestle with an increasing number of tasksassociated with course date management.

Number 2

Number 2 Failing to capitalise on sales opportunities

Number 2 Failing to capitalise on sales opportunities

Can clients register for your courses 24 hours a day, 7 days aweek? Are they able to access live course catalogues?

Customers spend too much time and energy searching for andthen trying to register for courses. In today’s competitive

marketplace it is vital to capitalise on every sales opportunity.

NO.3

NO.3 Business decisions are based on suppositionrather than fact

NO.3 Business decisions are based on suppositionrather than fact

Business intelligence is vital to fight the temptation to gowith your instincts. Failure to take a rational approach to

the planning, marketing and delivery of training canerode margins significantly.

Number four

Number four Attendees are the only ones that learn

Number four Attendees are the only ones that learn

Training can—and should—be a continual learning process forboth the trainee and trainer. In too many organisations this is

not the case. Obviously, the more you know about youraudience, the more effectively you can personalise your

programmes, fine-tune content, package offerings, and targetthe most appropriate potential clients.

NUMBER 5

NUMBER 5 Failure to communicate effectively

NUMBER 5 Failure to communicate effectively

Communication with the customer is vital, many trainingorganisations are guilty of focusing on the attendee and failing to

keep the customer, i.e. the employer, fully involved. Experienceshows that gaining the commitment of the employer or his

representative, e.g. the HR manager, generates loyalty, leading toincreased repeat business.

Want toknow more?D O W N L O A D F R E E ' 5 C O S T L I E S TM I S T A K E S I N T R A I N I N G ' W H I T E P A P E R