Growing Your Business and Career With the 50–30–20 Formula. (Part 2).

In the first part of this discussion, we discovered what 50 percent and 30 percent stands for. Today, I will show you other creative ways to design training programs that will engender unprecedented results. And I will equally show you what 20 percent stands for.

We have plethora of clients and associates whose lives were totally transformed the very day we introduced the values of personal development to them.

No matter the prayer of 75cl bottle, it can never contain 25 litters of water. I strongly believe that God wants to release 25 litters of blessing to you right now, but as long as you have 75cl capacity, you will never gain access to it. If you increase your capacity (like I emphasized in my book, Increasing Your Capacity for Exploits) you will create space to receive more from God.

In my new book, 360 Degree Business Management, I elucidated how Steve Jobs hired Tim Cook in 1998 because they had issue with operations. Tim Cook came into the company and revolutionized Apple’s operations and positioned it for unprecedented growth.

What happened? The man who had the right training and capacity was hired, and he fixed the challenge within few months. That is why he earn millions of dollars annually. Tim Cook (the CEO of Apple Inc.) made over $136 million in total compensation in 2018, including a $12 million bonus. The depth of your capacity determines the size of your income.

These are Ways to Design Profitable Training Programs

Create a Process
Content deals with what to train, process deals with how to make sure the training experience delivers what you intended. To achieve this, you should create a faculty consisting of the following:

Internal Experts
Many companies created what we call training department, and within that department, there are people who can prepare and deliver excellent training modules.

You need internal trainers because they know what is going on in the company and the challenges the management is grappling with.

But make sure the internal trainers are experts in public speaking and that they know the intricacies of presentation. If you do not have a training department or good trainers in your organization, then consider the second option;

External Experts
External instructors bring new ideas and knowledge. They transmit practices that have worked in other settings.

But before you invite external instructors, they must sit down with the HR Department or the Training Department to truly ascertain what the company needs so that they can design the appropriate training modules.

Senior Management
Senior leaders of every company or organization knows the company more than anyone because they have worked in it for many years. Therefore, they can easily teach others what to do. But the problem is that some of them are not good in preparation and delivery of training modules.

Again, depending too much on senior leaders has the limitation of not sourcing ideas from outside the company and becoming insular, training future leaders on what present leaders have done without focusing on what could be, and not having professional input which can be detrimental to the future of any organization.

There are still many strategies you need to consider while setting up a training system. I will discuss them at the next Business and Career Conference later this year in Abuja.

3. 20 Percent Stand for Life Experiences
Experience means that leaders and staff members can learn from things that happen to them outside the formal work setting like:

Volunteering to Serve.
Serving in organizations and areas outside work often help leaders and staff members to learn ways to behave while at work or anywhere in the world.

These external experiences impacts both the person’s leadership and input into the organization because the individual can adapt the experiences he generated from volunteering into the business or organization.

Volunteer service may involve formal and episodic assignments, such as working with the Red Cross, serving in your church, organizing piano lessons for children, or serving in a nonprofit board.

In these targeted service assignments, leaders and individuals put themselves in the path of learning by doing new things. And being away from work changes the scenario and allow people to experience new opportunities or experiment with different styles.

For example, teaching children how to play piano will help a leader to learn tolerance at work. If you can tolerate children’s behaviour and their inability to focus on one thing for a long time, you will learn how to manage people and resources efficiently.

Engage in Nonwork Activities
One of the most interesting interview questions for new hires is, “What do you do in your spare time?”

This question, if answered honestly, provides insight into a prospective employee’s predisposition. Does the person engage in activities that encourages learning and growth?

Do they stay intellectually curious by reading, observing their mentors and others, and trying to improve?

I suggest that you should encourage your staff to participate actively in nonwork activities, either informally or by offering time off to gain life experiences.

In conclusion, you must understand that your organization cannot grow beyond the capacity of both the leaders, partners, and staff members. An untrained individual is a liability to any organization.

So, take action immediately. The good things is that we have both online and offline training formats. Click this link bit.ly/322fxVj and tell us about yourself or your organization and the areas you need help. We will send forms to collect data and take it from there.

To order my books and audio programs, call 08064143363 or 07032681154.

Share your thought at the comment section below.

Keep soaring!

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