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Top 10 Business Leadership Training Video Myths

Top 10 Business Leadership Training Video Myths
Avoid the mistakes some leadership development trainers have made when it comes to video trainings. We're listing these not to criticize but to help other career development trainers and HR folks who have to decide the best way to train and develop their executives and peak performers.


Ten myths or misconceptions of using leadership training videos:



1. Leadership videos take up too much time: One Fortune 500 director of training actually said this. If we’re under 40 and grew up watching online videos,he might not be engaging us. Videos can be short, 3 to 5 minutes in length, and ideal for backing up a learning concept in a highly visual, emotive way.

2. Business training videos are distracting: As with the use of any media, you need a focus and have a story line. Much like creating a TV news program, a leadership skills training ideally involves several elements: text, video, in-person and even online interaction focused on a learning outcome.

3. Videos don’t provide much information: Actually leadership video trainings and harassment video trainings provide a lot of information and usually come with Leader’s Guides and PowerPoint’s that trainers can use or mold for their own trainings. This saves trainers a lot of time and money.

4. Off-the-shelf trainings are too general: In some cases this might be true if you are trying to teach how to use a forklift or a specific hard skill. But, if you are teaching critical business skills, so-called “soft skills”, off-the-shelf leadership video trainings can aid greatly in showing good leadership skills from leaders that have withstood the test of time. Think of videos of Jack Welch or Stephen Covey or Marshall Goldsmith. These videos can also jump start new trainings or freshen up existing trainings.

5. Business training videos cost too much: If you compare the cost of actually producing your own videos, you will find business training videos cost much less. Calculate the salaries of employees needed to produce videos and edit them. Also, think of the projects they won’t have time to do. Trainers also save money from not having to create a training from scratch.

6. You don’t need a trainer if you have leadership training videos: Our clients show our leadership and harassment video trainings to their employees in their entirety or by chapter but they combine this with their expertise and the learning points they’re teaching. In fact, videos combined with in class room training and writing materials boost retention rates from seeing and hearing (50%) to as much as 70-90%, according to the Dept. of the Navy.

7. You Tube Videos work just fine: They may but we had one trainer tell us in the middle of a training, an advertisement popped up. You can imagine the look on the faces of the participants in the room. She said it ruined her credibility in that class and the company was viewed as not caring enough to invest in their own trainings.

8. The talent in the videos don’t dress like the participants in the class: One company didn’t want to use a video training because the announcer wore a jacket and their supervisors didn’t wear jackets. That’s like saying you don’t want to listen to a professor or newscaster because they wear a jacket and you don’t. Don’t get distracted with the peripherals; if the content and the message resonate, that's the way to go.

9. Leadership training videos aren’t necessary (In fact, leadership training isn’t necessary): We actually were told this by a professor at a top 10 school teaching MBA students. He said, students from China and India wanted to learn math and hard skills and that the soft skills didn’t matter. He actually felt they mattered a lot but the school wasn’t interested in teaching them. Tell that to the corporations years later who wind up having to teach these critical business skills or relegate the former students to the back room because of their poor relationship or people skills.

10. We don’t have time for these “feel good” trainings: Here’s some hard data for the non-believers. According to PricewaterhouseCoopers, Millennials prefer career development 3:1 over a bonus. 58% say they will leave a company if they don’t get this type of training.

For businesses that invest in critical skills or "soft skills" trainings, they outperformed their competitors:
“Of those organizations with very frequent executive engagement with performance management, 81 percent had strong business results –and none had below-average business results. Only 35 percent of organizations with infrequent executive engagement had strong business results.” Bersin research of 500 HR executives