In an increasingly interconnected world, in which communication across borders is imperative to the success of modern organizations, language training cannot be overlooked. In fact, research from LinkedIn’s Workplace Learning Trends cites that talent developers, executives and people managers agree soft skills and leadership communication are the most important areas of focus when it comes to preparing L&D programs. If you’re an HR or L&D professional tasked with finding a corporate language training partner for your organization, there is a lot to consider while you navigate through the wide variety of providers on the market.
The reality is, your employees will all be starting their language training programs at different levels. Some will be close to fluency in a given language; others, starting from the very beginning with “hello” and “how are you.” Some won’t know where they fall in terms of language skill levels; others will be convinced they’re at a certain level, when they’re not at all quite that proficient. Worse still – not everyone will be engaged in growth and training, and attention spans can wax and wane.
In addition to selecting a partner that can help you accurately assess skill levels, as well as meet the individualized needs of your learners, you’ll want to be sure you choose one that aligns with your organization’s business objectives. Whether you want to train your workforce to speak the language of your international partners and clients, or you need to roll out language training as a company language, choosing your partner is no small feat. In a two-part series, we suggest nine questions to ask yourself before you select a corporate language training partner.