Three Measures to a Successful Training Approach for IT Leaders

Three Measures to a Successful Training Approach for IT Leaders-01

There are a lot of moving components in running a good business. Training and employee development are two of the most crucial but frequently overlooked aspects of running a successful business.

The demand on existing businesses to update and compete against nimble, cloud-native startups has never been greater — particularly for companies that rely heavily on legacy technology. Leaders should develop solutions to bridge the skills gap between old and new at a time when it is critical for enterprises to solve these issues in order to survive.

Cross-training, reskilling, and up skilling IT teams now is the actual solution to ensuring that they understand both legacy infrastructures and current application development processes. As a result, when the time comes to transform, the team will be ready.

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The strategies listed below can assist IT leaders in developing a valuable training program that results in a world-class IT team.

Get leaders on board with training

Not only for the benefits to the team but also for the impact on ROI, getting leadership buy-in is critical. Demonstrating the congruence between company goals and the training program is a key part of this.

If the company wants to update its systems, for example, presenting statistics and figures that show the skills gap between today’s personnel and Java/COBOL coding, as well as the impact on bottom-line outcomes, would create a compelling case to the executive team for why training is necessary. Another option is to develop unambiguous key performance indicators (KPIs) that express the value and return on investment.

Display the ROI of training

Employee productivity, performance, and operations are just a few of the outcomes that link training to ROI.

The costs of training whether this number reflects the amount spent on training programs or the amount at risk if no training is provided (which can range from hundreds of thousands to millions of dollars) are equally important in articulating the ROI.

Employee turnover and retention can also be used to demonstrate the value of training. Investing in IT team training can help businesses keep their best personnel. Organizations are recognizing that today’s workforce needs to feel valued by the companies for which they work.

Scale the training program

As most IT executives are aware, building advanced digital capabilities necessitates the use of advanced approaches. Self-paced learning should be available in training programs, and supervisors should be able to govern how IT teams interact with specific courses on a large scale. Instead of following a predetermined curriculum and schedule, this approach allows teams to tailor their learning experiences.

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Cloud-based training and modern learning platforms, unlike face-to-face training, allow employees to focus on reskilling and up skilling at their leisure while preparing them for the new demands of a global workforce. If IT leaders don’t have a lot of money to spend on training, recording and posting videos on a server for teams to watch at their leisure can be a good method to expand training.

Since talent and skill shortages are unlikely to be overcome immediately, it’s critical for leaders to begin bridging the gap between legacy and new talent skill sets. The ability to pivot in the face of new problems, new business contexts and impactful scalability will be the hallmark of the next generation of companies.

By ensuring that IT staff and developers are prepared to work with current systems, they may minimize operational pitfalls and disruptions, and position their company to meet any challenges that may arise.

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Umme Sutarwala is a Global News Correspondent with OnDot Media. She is a media graduate with 2+ years of experience in content creation and management. Previously, she has worked with MNCs in the E-commerce and Finance domain