A Dynamic for Helping Make Training Stick
In my work I often run across executives and managers who feel that training is "pissing money down a rat hole." I actually had an entrepreneur say that to me!
Part of my job is educating business leaders to their role in making training stick. When a manager or entrepreneur says, "I don't want to be involved; that's why I have you." I can just about guarantee that the training will not stick back in the real world.
This is what I require managers to do to help make training stick:
- Prior to the training, meet with the person(s) you are sending and tell them specifically why you are making this investment. Spell it out.
- Give specifics about what you want them to learn ("I especially want you to pay attention to the section on giving performance feedback.)
- Require this person to report back to you immediately from training with what they specifically learned and exactly how you will see this training back on the job.
I figure that if a manager can't at least do the above then they are not serious about training and just want to put a check mark next to the People Development box in their development / performance plan. Your thoughts?
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