Challenge

A large Fortune 100 company with multiple divisions and lines of businesses was concerned about the exorbitant spending on training. Labor costs and costs associated with the immediate lost productivity costs of leaders and employees attending training prevented the company from experiencing a strong return on investment. Their goal was to decrease costs to conduct training while increasing the relevance and effectiveness of training initiatives.

Solution

To address the situation, we did the following:

• Conducted a series of interviews and focus groups with key stakeholders, clients and training employees to identify gaps, local requirements and global opportunities
• Facilitated a group discussion with identified “change champions” to develop a new training structure
• Established and worked with an internal project team who piloted and implemented the new structure
• Provided leadership and organizational coaching to the new leader of this organization to ensure sustainability

Result

Immediately, labor costs associated with training were dramatically reduced from both a training headcount perspective and significantly decreased number of hours that leaders and employees spent in training. Over time, the centralized structure resulted in training quality improvements because best practices from different areas were shared and incorporated, resulting in improved employee/leader performance and decreased costs associated with retraining.