A question I have been asking for a year
How does training actually work where you are?
Over the past year, in boardrooms and after workshops, the same question has come up again and again: how does development actually happen inside an organization, as opposed to how it is described on paper. This survey asks it directly.
People are at the heart of organizational transformation. How they develop, and how an organization supports that development, determines whether change is real or stays on paper.
Eight or nine questions, sixty seconds. No name required, and candid answers are the most useful ones.
Are you answering for yourself, or for an organization?
For myself
1What is your current level?
2What does "training" or "development" actually mean to you?
A sentence is plenty. Optional.
3When you want to get better at something for work, what usually happens first?
4Has your company assigned a development plan for this year that is specific to you, built on your appraisal or a real conversation about your growth?
5If it has started, which month did it begin?
6Do you know when it is meant to finish?
7In the last twelve months, how much of your own money have you spent on your own development?
8What would you pay per month for continuous online development you do at your own pace, applied at work as you go?
9Would a personal mentor alongside that change what it is worth to you? What would you pay per month with a mentor included?
10When you attend a one-time or classroom training, how impactful is it for you on the job afterwards?
11Would you prefer self-paced online training customized just for you, that you can access anytime and that tracks your progress?
12Would you prefer online training in your first language, or in English?
13What is the one skill or quality you most want to build this year?
Optional.
For my organization
1What is your current level?
2What does "training your people" actually mean in your organization, in practice rather than in policy?
A sentence is plenty. Optional.
3When did this year’s development plan start?
4Is development customized per person, or standard programmes by role?
5From an appraisal identifying a development need, how long until that person actually starts something?
6Roughly what proportion of your people receive any formal development in a year?
7Roughly what do you spend per employee per month on development?
8Roughly how much does your organization spend in a year on surveys and audits (engagement, culture, skills, 360-degree, and similar)?
9Do you have a proper mechanism to store all your survey and audit results in one place and watch the trends over time?
10What is the single biggest obstacle to developing your people the way you would want to?
11If every one of your people could have a personalized development plan and continuous support, what would that be worth per person per month?
12Would you prefer online training in your first language, or in English?
13Truthfully, how impactful are one-time training programs for your staff? Would you prefer an employee-customized training program that each person can do at their own pace, catering to their learning style and giving them proper feedback?
14If you moved to customized, self-paced training for each employee with proper feedback, how much budget would you allocate per month per employee on average?
15What would you want it to fix first?
Optional.
Last part, and it is optional
Would you like to hear back?
You can send this with no name and no email at all, and the answers still count.
Your individual answers are never published. Only combined results. No answer here is ever attached to your name in anything I share.
Thank you, genuinely.
That is more useful than it probably felt to answer.
If you know someone in HR or L&D whose view would be worth having, sending them this link is the single most helpful thing you could do next.
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