There are commonly a couple of holes. Maybe you can think of others beside the two I’ll mention below:
1. Project/Vendor Management – this is such a huge lack that I give in-house workshops (see outline) to help new (and not-so-new) training managers learn best practices. Since these new hires typically come out of the field, they have no background and skills in this important area – and tend to learn by the costly trial-and-error method. The consequences are often quite disruptive, both to the department and to vendor/partners. In fact, I’ll be starting to give these as public workshops (4x/year) in conjunction with SPBT in the fall.
2. Brand Manager Launch – there are whole new sets of skills and practices needed for those who move over to the marketing side, and again, one of the common methods of on-boarding is a shove into the deep end of the pool. It can take 2 years to get someone competent in the basic skills – what if that could be dramatically reduced by a focused on-boarding/mentoring program for the first few months? I’ve recently helped a uniquely qualified consultant design such a business model because this is such a vast, and unmet, need.
What are some other on-boarding needs that you’re identified? I’m all ears (stevew at impactiviti dot com) – one of my goals is to keep finding gaps like this and providing solutions. Having a network where we share ideas and make targeted recommendations is our best way to elevate all of our professional endeavors!
Impactiviti is the Pharmaceutical Connection Agency. As the eHarmony of sales/training/marketing, we help our pharma/biotech clients find optimal outsource vendors through our unique trusted referral network. Need something? Ask Steve.
Learn more about us here.