Business is hard.
Shareholder expectations border on the impossible.
The next generation of employees has changed the paradigm of work.
These are just three of an infinite number of challenges faced by today’s business leaders. But if there
is one thing we all know to be a universal truth is that by building skills and developing talent you can solve every challenge that comes your way.
So why aren’t businesses looking to spend more time on effective training that will lead to the skills that will solve the challenges they face? The answer, unfortunately, resides in some cauldron of ingredients that include smaller budgets, less time available, and a reluctance to go to more crappy, non-effective training that they have purchased and are remorseful for.
As a result, too many leaders are just looking to check a box and pretend the organization is building skills. The most frustrating and hilarious request I continue to receive from clients is, “What can you do in 30 minutes?”
Based on our more than 30 years of delivering award-winning experiential business skills training, I can confidently answer the question, “What can you do in 30 minutes,” with a resounding “Nothing.”
To be very clear, 30 minutes is not enough time to build a critical competency like business acumen. Unfortunately, too many leaders who are not involved in the business of training and talent development don’t know what is going on in their organizations.
But they will when their business starts tanking because the people in key jobs simply don’t have the skills to make the best business decisions.
Accepting mediocrity of skills within a company can have destructive effects on the business, ultimately leading to its decline or failure.
Here's how accepting mediocrity of skills can destroy a company:
Decreased Achievement of Goals - Mediocre skills will 100% result in underperformance across different functions and departments within the organization. Employees will lack the necessary expertise, competence, and motivation to perform their roles effectively, leading to decreased productivity, quality issues, and missed opportunities for innovation and growth.
Loss of Brand Equity - Companies that tolerate mediocrity will develop a reputation for delivering inferior products or services, which can tarnish their brand image and erode customer trust and loyalty. Negative word-of-mouth and online reviews will damage the company's reputation and deter prospective customers from doing business with the organization, resulting in lost revenues, profit, and a decrease in shareholder value.
Inability to Hire World-class Talent – Once the wheels start falling off the train, it’s hard to get it back on track. When a company starts to accept mediocrity, everyone knows it and the poor reputation will prevent the best talent from ever choosing to work at the company. Once the best talent writes you off, it’s the beginning of the end.
Low Employee Morale and Turnover - Accepting mediocrity sends a message to employees that average performance is acceptable, which can demotivate high performers and erode morale across the organization. Employees who strive for excellence may feel undervalued and disengaged, leading to increased turnover, absenteeism, and a toxic work culture characterized by complacency and apathy.
Loss of Competitive Advantage - In today's competitive business landscape, companies must differentiate themselves by offering superior products, services, customer experiences, or good products at very low prices. Accepting mediocrity of skills undermines the organization's ability to execute strategy and maintain a competitive advantage over rivals. Companies that settle for mediocrity risk falling behind competitors and losing market share which will again destroy shareholder value.
In summary, leaders who start accepting mediocrity of skills have started the slow destruction of the company. It could take 3 years or 10 years, but it will happen. To avoid this nightmare, organizations must prioritize talent development, cultivate a culture of excellence, and hold employees accountable for meeting high standards of performance and professionalism. By investing in skills development, fostering a culture of continuous learning and improvement, and rewarding excellence, companies can position themselves for long-term success and growth in today's dynamic business environment.
In other words, stop asking, “Can you teach someone business acumen skills in 30 minutes?”
