Here’s a challenge I recently discussed with a training professional tasked with heading up a leadership development program. I’d love your input.
This client – in a mid-sized pharma company – is assembling a leadership development program for field managers, especially for years one and two in the role.
The basic curriculum content is not an issue – there are a number of programs and workshops for this audience (Coaching, Influence, etc.). The client’s approach so far is to surround one in-house training phase with 2 virtual phases (before and after), using on-line delivery tools and virtual courses.
The major issue, however, is creating a structured, yet flexible, delivery plan:
- The numbers of new people in role are small, and their start dates are irregular
- Time out of field needs to be minimized
- Efficiency of training resources is a challenge – what do you do with cohorts of one, or two, students?
As opposed to a much larger sales organization, where you could always fill cohorts of new managers with a somewhat-predictable number, there is always a dynamic and non-standard schedule of new people in role.
I have to believe that this is a common problem for all but the largest life sciences companies. Here’s where I’d like your input:
- Have you discovered any helpful approaches that allow for structured curriculum/training in an unpredictable environment?
- Have you worked with any vendors/consultants that have successfully helped tackle a scenario like this?
Let me know your thoughts in the comments, or via email at AskSteve@Impactiviti.com!
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