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Lack of innovation may hinder the development and growth of business education
When consultants or trainers visit an organization there is a sense of novelty and innovation in the air as outsiders are called in to share their forward-looking expertise with rank-and-file employees. With their strong credentials in business practice or in academic scholarship, they aim to represent the cutting edge in terms of methods and attitudes and are looked up to for impactfull insights. Contact with the latest research and commentary makes it possible for them to offer a compelling proposition that can shake a company out of complacency and drive it on. The consulting industry is expected to deliver more than standard solutions. The question is if, when the tables are turned, there is enough innovation going on among consultants themselves. Do they innovate to bring better results to companies they visit with their programs? Do they adjust methods and tools to changing needs of organizations? Is technology an important factor in what and how they attempt to teach? Are their offerings very different from what they had on display a decade or two ago? How much creative evolution do they allow into their quarters?
The answer is as complex as is the question. For somebody constantly eying the industry for developments, the feeling may be that there is not enough going on. The largest stagnation stems from the fact that much of what business educators bring to the table has become conventional wisdom. The impression that some circles generate nothing but cliches, meaningless corporate banter and the same good old ideas rehashed in new labels and sprinkled with some well-rehearsed enthusiasm is difficult to shake off. Little wonder, some seasoned executives are wary of spending on training, even though they perceive it as important to develop employees professionally, when they sense most of it is made of predictable hot air. Clearly, business education rhetoric is in need of being cleaned up and directed towards achieving impact, rather than just impressions.
It is easy, however, to argue that language in corporate training is a marginal issue. What matters more are effects of educational efforts. Here consulting companies have to learn to bring practical company problems into their curricula, rather than rely on one-size-fits-all solutions. It is tempting to replay apt aphorisms and shroud yet another organization in the mist of general business wisdom, but all too often it leaves no fingerprint on employees. They listen, maybe appreciate and then forget. Training providers have to enter organizations and address their specific consideration to prove their lessons are applicable in practice.
Costs of good business education are said to have to be high, considering it involves distinguished speakers, considerable amounts of travel and other expenses. Trainers have to accelerate their efforts to drive prices down by engaging technology (How about using a webcam for video conferencing? How about transferring parts of content to e-platforms?). In a rigorous environment that puts budget solutions at a premium, those who can deliver comparable results with cheaper means are in for a hefty reward.
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I am a web designer and a passionate writer. I write articles about business education and corporate training. I am also a computer specialist writing about accessories like a mini mouse or a webcam.
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