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The 7 challenges companies face with team development

Patricia SantosDirector for Group Solutions & Partners, Cegos Group

Cegos Group recently conducted extensive interviews with over 120 clients across the globe to find out exactly which challenges companies face when developing their people.

The interviews took place across three continents: Europe, Latin America, and Asia. As such, there was some variance in the specific challenges faced by organisations in different cultures.

Here are the seven most common challenges, along with advice on how to address them:

1. Leadership and decentralisation

Implementing standardised learning journeys is often difficult due to decentralised structures. Lack of leadership support can also hamper engagement, so it is important that those at the top endorse development initiatives.

The key to tackling this issue lies in making training localised. Try to localise around 20% of learning content if you can. Training programs adapted to deal with concerns and challenges closer to home are more likely to engage employees and become successful.

This is a little more challenging in places like Europe, where there are significant cultural differences and language diversity. However, technology is helping to bridge the gap here.

2. Lack of structure and budget constraints

When times are tough, managers tend to deprioritise training, often to the determent of the company. High turnover rates, too, can impact the consistency and effectiveness of learning programs.

In Latin America especially, significant budget constraints impact the ability of companies to invest in comprehensive training programs.

If training budgets are limited, L&D managers should make their programs more targeted, particularly around the specific skills employees need to boost performance. After all, training exists to solve problems, so that should be the focus for best results.

3. Time constraints and competing priorities

The complexities of modern working complicate the ability to take employees out of their daily roles for training, while difficulties in scheduling synchronous activities for remote and field employees persist.

To meet this challenge, managers should focus on engagement. The more relevant and dynamic the training, the more likely employees will be willing to make time to engage in it.

In Asia, interestingly, investment in training and development is heavily influenced by the need to stay competitive in fast-evolving markets.

Consider using off-the-shelf e-learning programs that employees can dip into when convenient. This also helps with budgeting issues, as off-the-shelf is more cost-effective with the added advantage of having already being tested in the field.

4. The rise of remote and hybrid work models

The key challenge here lies in providing relevant learning opportunities for globally dispersed teams while ensuring engagement.

The easy answer would be to switch to a fully remote learning model. But that is not necessarily practical. Although people today are more open to online learning than before the pandemic, many prefer to work together and interact in person.

There are global variances, too. Europe and Asia are more focused on the blended learning approach, whereas there remains a strong preference for face-to-face for those in Latin America.

Try to package learning into shorter chunks, with a mix of remote and face-to-face elements. Also, consider alternatives that help learners avoid screen fatigue. For example, audio learning through podcasts has grown in popularity recently and can be highly effective.

5. Tracking and measuring ROI

Training is usually a subjective pursuit, so measuring results and ROI can be tricky. Nonetheless, it is possible to put metrics in place to measure factors such as engagement and knowledge retention, particularly on digital platforms.

The best way forward is to be clear about the problem you want to solve through training. For example, why are people not effectively using the online tool you provided? Once you have identified the specifics, you can tailor the training to that particular need, then consider the metrics that would show progress. In our example, you might look at engagement analytics within the tool or monitor output that the tool is designed to enhance.

6. Market and technological changes

Alongside geopolitical and economic factors, the rate at which technology is changing directly affects the market. This ultimately drives the need for rapid skill development. So, how do you deal with this issue when any training programs you invest in could quickly become outdated?

The key here is to encourage a growth and learnability mindset among employees. They should be encouraged to embrace change and see it as an opportunity. In turn, the organisation should support independent learning, giving employees the resources to discover new approaches, so they have agency and can upskill when they identify the need to do so. Make use, also, of internal expertise. People often learn enthusiastically from people they know and trust.

7. Specific needs and content development

Addressing specific industry needs through partnerships, and developing both soft and hard skills, is crucial for matching business transformation requirements.

Again, there are regional disparities. Latin America focuses more on soft skills, Europe on technical skills, while Asia emphasises the need for the practical application of learning.

Make sure training relates closely to specific challenges within your industry and organisation. This can extend to soft skills as well as technical. For example, those who are being prepared for leadership should be trained to deal with the challenges facing the industry right now, with one eye on the future. Sometimes, it is a good idea to partner with external training agencies or consultants who can bring a fresh angle and co-create content with internal experts.

Conclusion

Engaging learners and securing leadership commitment to continuous learning are essential. It is also crucial to link learning initiatives to data and demonstrate their value through key performance indicators (KPIs).

To succeed, it is important to position internal learning platforms for recognition and ensure consistent access to training resources that align with business goals.

Overcoming these challenges demands strategic planning, active leadership involvement, flexible learning solutions, and strong data tracking and analysis. With the right approach, it is perfectly possible to develop your teams in a constructive way, giving them the skills and confidence to navigate the uneasy road ahead.


If you would like to know more about how Cegos can help you deliver a variety of training options, contact us today.

Written by

Patricia Santos

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