The Power of External Training: Maximizing Growth and Innovation

The Power of External Training: Maximizing Growth and Innovation

Managers today recognize the importance of continuous learning and professional development to stay competitive. While internal training plays a vital role, external training offers a unique avenue for employees to broaden their horizons, gain new perspectives, and acquire specialized knowledge. This blog explores the world of training and its significance in fostering growth and advancement. We delve into the advantages, disadvantages, and best practices for maximizing the value of external training opportunities for employees.

What is employee training? 

Employee training equips employees with the knowledge, skills, and competencies required to perform their job roles effectively. It involves providing learning experiences through formal training programs, workshops, on-the-job training, or e-learning platforms.

What is external training?

External training refers to learning and development activities outside the organization and involves external resources or trainers. It typically involves sending employees to external trainers, workshops, seminars, conferences, or educational institutions specializing in specific knowledge or skills development areas.

Advantages of external training

External training offers several advantages to teams and employees alike. Some key advantages include:

  • Specialized expertise: External trainers often specialize in specific subjects or industries, offering a depth of knowledge and expertise that may not be available internally. Employees can benefit from the specialized insights, best practices, and cutting-edge information external trainers provide.
  • Fresh perspectives: Training externally exposes employees to new perspectives, trends, and approaches that may not be prevalent within the organization. It brings diverse ideas, innovative practices, and alternative viewpoints, fostering creativity, critical thinking, and a broader understanding of the industry.
  • Networking opportunities: Training events bring together professionals from various organizations, industries, and backgrounds. This provides valuable networking opportunities, allowing employees to connect with peers, industry experts, and potential collaborators. Networking can lead to knowledge sharing, future partnerships, and career advancement opportunities.
  • Motivation and inspiration: Training externally can motivate and inspire employees. They expose participants to new ideas, success stories, and personal development opportunities. Attending external sessions can reignite enthusiasm, boost motivation, and foster a culture of continuous learning within the organization.
  • Validation and accreditation: Some external training programs offer certifications, accreditation, or recognized qualifications. These credentials can validate employees’ expertise and enhance their professional credentials, contributing to career advancement and marketability.
It’s important for managers to carefully assess the relevance, cost, and logistics of external training concerning their specific learning and development needs.

Disadvantages of external training

Some of the disadvantages of external training include:

  • Cost: External programs can be expensive, especially when factoring in registration fees, travel expenses, accommodation, and potential loss of productivity during the training period. These costs can add up, particularly for teams with limited budgets.
  • Limited customization: External training programs are typically designed to cater to a broad audience with varying needs. As a result, the content may not be explicitly tailored to the team’s unique requirements. This lack of customization may limit the relevance and applicability of the training to employees’ specific job roles.
  • Disruption to the workflow: Attending external sessions can disrupt employees’ daily workflow and responsibilities. Absences from work for training purposes may impact productivity and result in an additional workload for other team members. Careful planning and coordination are necessary to minimize the impact on operations.
  • Limited long-term support:  These training programs typically focus on providing training during a specific session or event. However, they may not offer ongoing support or follow-up opportunities for participants. This can hinder the application and reinforcement of newly acquired skills or knowledge in the long term.
  • Time constraints: These training programs often have fixed schedules and durations that may not align perfectly with the team’s needs or employees’ availability. This can create challenges in coordinating attendance, particularly for employees with demanding schedules or conflicting commitments.
Managers need to weigh the advantages and disadvantages of external training and carefully consider their specific needs.

Types of external training

  • Workshops and seminars: These are interactive sessions conducted by subject matter experts or trainers from external organizations. Workshops and seminars focus on specific topics or skills, providing participants with in-depth knowledge and practical insights.
  • Professional certification programs: External trainers offer certification programs that validate individuals’ knowledge and skills in a specific area. These programs often involve comprehensive training and exams or assessments to obtain recognized certifications.
  • Online courses and webinars: With the rise of e-learning, online courses, and webinars have become popular forms of external training. These self-paced or instructor-led virtual programs provide flexibility and accessibility, allowing participants to learn at their own pace and from anywhere.
  • Technical or skills-based training: External training can be obtained for specific technical skills or software applications. These programs equip individuals with hands-on training and expertise in programming languages, data analysis tools, or graphic design software.
Professionals need to assess their specific learning needs and objectives when choosing the type of external training that best meets their requirements.

How can employees make the most out of external training?

To make the most out of external training opportunities, employees can follow these tips:

  • Set clear objectives: Determine specific learning objectives and goals before attending the training. What knowledge, skills, or insights do they hope to gain? Clear objectives will help you focus your attention during the training and maximize your learning outcomes.
  • Research and choose wisely: Research and select external training programs that align with your learning needs and professional development goals. Consider the training provider’s reputation, the content’s relevance, and feedback from previous participants to ensure a high-quality learning experience.
  • Prepare and engage: Familiarize yourself with the training agenda, materials, and any prerequisites beforehand. Come prepared with questions and areas of interest to engage in discussions and activities actively. Use opportunities to interact with trainers and fellow participants to enhance your learning experience.
  • Actively participate: Participate in the training sessions by asking questions, sharing experiences, and contributing to discussions. Be proactive in seeking clarification or further elaboration on topics that you find particularly relevant or challenging. Active engagement promotes deeper learning and maximizes the value of the training.
  • Take notes and reflect: Take detailed notes during the training to capture key concepts, insights, and actionable takeaways. After the training, take the time to reflect on the content and consider how you can apply it to your work or personal growth. This reflection helps reinforce learning and ensures practical application.
  • Network and connect: Leverage the networking opportunities provided by external training events. Connect with trainers, industry experts, and fellow participants to expand your professional network. Exchange contact information, engage in discussions, and follow up with connections after the training to maintain relationships and continue learning from one another.
Employees can maximize the benefits of these opportunities by approaching external training with a proactive mindset and clear objectives.


In this blog, we have explored external training and its profound impact on individual growth and success. We have seen how external training offers many benefits, including specialized expertise, networking opportunities, and the developing of vital soft skills. By embracing external training, employees can expand their horizons, tap into new perspectives, and stay ahead of the curve in an ever-evolving business landscape. External training enables individuals to acquire knowledge and skills that may not be readily available internally, fostering innovation, creativity, and adaptability.

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Frequently Asked Questions

Why external training is important?

External training is important for several reasons. It brings in specialized expertise, fresh perspectives, and industry best practices that may not be readily available internally. It exposes employees to new ideas, trends, and technologies, fostering innovation and adaptability. 

What is the internal training? 

Internal training refers to learning and development initiatives conducted within the organization by internal resources or trainers. It focuses on building job-specific skills, knowledge, and competencies relevant to employees’ roles and responsibilities. 

What are the two types of training?

The two primary types of training are: 
a) On-the-Job Training: This training involves learning while performing tasks within the work environment. It typically includes shadowing experienced colleagues or apprenticeship programs. 
b) Off-the-Job Training: Off-the-job training occurs outside the regular work environment. It can include external trainers programs, workshops, or e-learning courses.

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