Saving costs?

We don't want to waste your time, so let's start with a little experiment. Agree? If you answer all 5 questions in the affirmative, you don't need to read anymore and you'll have meaningful education in your fingerhairs. If not, don't go anywhere, read the article to the very end and remove other episodes of this series. Ready?

1. I have and know my company's education strategy
2. I'm in an environment where we develop constructive feedback
3. The importance of education is understood by management and everyone in my organization
4. I choose carefully lecturers, types of training and new mental models
5. I know when, why, what and how to teach properly

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🎯's time to reach your full potential

Organizations that are unclear on these five issues often waste energy, time, and money in education. On unclear foundations, they only take over existing training and do not use the potential of their know-how to the fullest. How come? Because only 10% of companies can train for long-term and sustainable benefits. If you're one of them, don't despair. There's a meaningful education for you.

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What exactly is meaningful education?

First of all, we must point out that this is not an empty f rázi, or a quick shortcut to success. It's a change of mindset that teaches the whole organization to progress and think dynamically, given today's rushed times. There is a lot of work and strategic changes behind it, but it pays off. Meaningful education is:

• A key part of the organization's business and marketing strategy. (Working with knowledge and skills and responding to trends and news.)
• Know-how that your people will really apply and not forget. (The ability to make the most of knowledge for the benefit of the entire organization in the context of the market.)
• Development of long-term vision and leadership skills. (Adapting changes, reducing risks, increasing the resilience of society.)
• Strengthening strengths and talents across the organization. (Focus on maximizing satisfaction and preventing talent burnout or leaving.)
• Building a taste for each other's education in learning teams. (Using natural ambassadors and learning on real examples.)
• Competitive advantage in the fight for customers (Creating a position of authority in the industry, increasing publicity, an environment open to innovation.)
• Employee Acquisition and Employer Branding Tool

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It's natural to learn, but it's hard ⏳

When you enjoy and fulfill your work, naturally you want to be the best in it. You learn on the fly, looking for all sorts of materials, improvers and possibilities. So do your colleagues, employees, and management. So, if you are in charge of education, one of your tasks is to act as a mediator between the needs of the organization and the people within it. But the people inside aren't just employees. Therefore, the key is to act as an opponent of the leadership, to open up key topics and not be in the process of solving them.

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So how to start? It's already happened

In this article, we do not give our ambitions to solve all the problems that you can perceive around education in your organization. As we mentioned above, it is a long run. However, if you asked yourself questions at the beginning of the article and want to know what to do next, take this series. Next time, we will take a close look at 7 proven tactics on how to educate meaningfully.