Resource Center - Industry Articles
The Manager’s Role in Training
by Dr. Ann Kwinn, November 11 2009
One way to achieve your business goals is through training and performance support. In addition to training curricula, managers play a crucial role in the process of learning and behavior change.
Imagine the impact a more effective, confident, and self-sufficient team will have on your own success and that of your company. As a leader, it is important that you convey the importance of training to your employees - and make it relevant. It is up to you to make sure your employees focus on improving their job skills instead of just "getting through" training. Your employees will only take training seriously if you do. Studies show that manager involvement in training improves the participant's performance.
While many people focus on the training event itself, there are things managers can do before, during, and after the training to help make it stick.
Before Training
Before your employees begin training, familiarize them with the courses and the technology your organization uses. You can also stress the importance of the training by requiring that your employees complete the training by the established deadline and create goals that flow from the training. Set high expectations to help your people to stretch and grow.
Here's your chance to define their role as you envision it to be. What does your dream employee look like to you? Define a curriculum based on the job position or the individual. Customize it further with the context you set.
During Training
You can support the learning process by clearing away distractions. In the case of e-learning, provide headphones and suggest a less busy time to take the training. For longer, instructor-led courses, see if you can shift some work responsibilities for the day - either to another day or another person. Encourage your folks to stay focused on the training - no calls, e-mails, or side conversations.
After Training
It's important to follow up shortly after the training before the employee starts to forget the course material.
Connect with your leasing professionals after training to review the goals they have set and agree on how they will be accomplished. You may need to create opportunities for them to practice what they have learned. Stay with your people. What the manager inspects, the employee perfects. Show interest and enthusiasm about their growth. Assess improvement and reward it.
You know the expression" "practice makes perfect." More correctly - perfect practice makes perfect. A manager should create opportunities for employees to practice newly acquired skills and knowledge on the job. Then, provide feedback, so any mistakes can be corrected.
All skills require repeated practice. Some would say this is more important than pure talent. Reflect on your own path - how did you learn your job? Trial and error - or coaching and feedback? The latter is less expensive for the company.
A free Manager's Guide of job aids to help you support your employees is available from the CallSource website. Go to www.callsource.com.
