Concerned that paying for an employee's education will be worth the investment? Will participating in executive education take an employee out of the office for too long? Will the employee leave the organization once the education is complete?
While these concerns are valid, MIT Sloan Executive Education has seen thousands of executives bring extraordinary value back to their places of work. Business leaders and HR executives tell us how they have come to rely on executive education to fill skills gaps, reward employees, support teams, solve persistent challenges, and meet specific business goals. These are just a few of the many great reasons—for both an employer and an employee—to invest in executive learning.
"I continue, daily, to apply the tools and thought processes that I learned from my MIT Sloan Executive Education experience."
Executive education is often a relatively inexpensive, small time commitment for an employee to get exposure to the latest trends, research, and business thinking. Additionally, when a company sends one or more employees to a course, these organizations often see a multiplier effect once those employees return to work and share the learnings they've gleaned from just a couple days out of the office. Many companies that have invested in their employees' education have also found that those employees are more engaged and happier with their employer and are looking to grow within that organization.
When companies think of executive education as a tool for additional "on the job training" that enables employees to not only personally benefit, but also allows employees to get recharged and bring that thinking back to the office, it can have big results. Industry examples have even shown that companies that invest in employee training enjoy higher profits than those companies that don't.
If people make a company, then educating those people seems like a small investment with potentially exponential results. So, to put it another way, instead of looking at the cost of paying for educating employees, companies should look at the cost of not doing so.