Training for the Capital Goods Industry
Training has long been a problem for many businesses.
Management and Leadership have conflicting views on personnel. Edward Gordon, in his book “Future Jobs,” points out the threats posed by under-skilled employees. He goes on to challenge the education providers to deliver more on their promise of providing a skilled individual.
One side of the conflict for leaders is traditional thinking:
- The employees should come to the job trained and ready to work.
- The employees should continue their schooling on their own time.
- Why should I train people? They just leave me and go work for the competition.
On the other hand, there is a growing number of leaders who are changing their views:
- I don’t want to have under skilled people ever.
- I will support learning in any form.
- I expect my employees to be curious and hungry learners.
In the years since 2008 – which I will label “BBS” – “Before Bear Stearns” businesses have reduced their expenditures on employee training dramatically. That results in under-skilled personnel. So the result is that we are choosing to reduce training costs, and therefore providing customers with under-skilled personnel. I am sure you don’t think that this is a sustainable position to take.
We have been offering management training since the early 1990’s. We have done this in combination with Industry associations, as well as directly with manufacturers and dealers. We have provided learning opportunities for Parts Management, Service Management, Parts & Service Marketing and Product Support Selling. Today we do this via a new Company called Learning Without Scars. You can visit our website at www.learningwithoutscars.org to learn more about training and creating an environment of skilled personnel.