Does training really have an impact on the bottom line?
There is no doubt it affects the bottom line when the facilitator has the accountability for measurable outcomes.
How can an external facilitator know how to bring the right training to the unique needs of a particular company?
There are patterns or models of needs that will cross the boundaries of all organisations, no matter what market they are in. The key is to link these generic models to the specific critical issues within a particular organisation and gain the "buy-in" of the participants.
Why would a C.E.O. or other senior executive need a coach? Shouldn't they have reached that position by having the necessary competency within their own person?
Try think of an elite athlete who is successful and doesn't have a coach. It would be ridiculous to think that any senior executive could get by without having a confidant to share confidences with and bounce ideas around. The coach also has the unique position of having learnt as much as they deliver from the various and diverse projects that they are involved with.
Don't you lose the impact of the training session when it gets above a certain number in the group?
This largely depends on the capability and experience of the facilitator. The same is true with a professional entertainer who has to learn their craft, from being a "pub performer" and transfer that to a national venue or TV audience.
"It's not really worth training someone because they'll just leave and take that training with them..."
One could say, what you miss on the hurdy-gurdy you get on the round-about. I think the issue is "why aren't your people staying with the company long enough for you to see the benefits of training"?
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