Recent postings have talked about the efficiency and effectiveness of training.  This posting listed some factors that I consider in deciding if training is efficient and effective.  Of course, others might look at other factors.  Depending on the situation and the needs of the business, other factors might also be suggested. 

One of the challenges that often arises in management training is that people often find it difficult to identify actionable steps that people should take.  Instead, they decide to take the approach that they know good training when they see it.  While that approach may work, it relies heavily on the individual’s expertise.  This article will suggest another option.

Start by identifying the steps that people need to take.  Certainly, there is some discretion.  That said though, there are some standard steps as well.  Let’s look at an example of a couple steps that would be taken in the context of contract negotiatins as well as a couple steps that would be required in the context of team building.

In the context of contract negotiations, it is helpful to identify the products and services that are most likely to be purchased or sold.  One also needs to decide who will need the products and services. 

In the case of team building, it is helpful to decide the team’s goals and how success will be measured.  It is also helpful to think about who will need to be part of the team in order for the project to be successful.

Break the steps down systematically and identify all actions that are required.  Even it an action seems obvious, write it down.  Often, actions that are obvious to experienced individuals are much less obvious to others.  Beyond that, it is important to help people understand how the information they are being given fits into the steps that they are already taking. 

Talk a person who is unfamiliar with the subject through the process.  If the person is able to step through the process with the explanation, it is an indication that the explanation is thorough.  It can be a good idea to have someone who is in the target audience review the materials as well to be sure that the person is comfortable with the content as well. 

Identify the thinking and analysis, then make it visible.  State the assumptions that are made at each stage of the process.  Thinking be broken down and made visible by 

1. Asking questions 
2. Providing examples that walk through the situation with the student or emloyee
3. Using scenarios, role playing, and case studies to reinforce ideas
4. Asking people to share their experiences, then relate these experiences to the topic and use them as a platform to build to the next topic of discussion
5. Encouraging people to look at the issue from other perspectives
6. Sharing an idea, quote, approach, or opinion and asking people to analyze the approach and suggest ways to make it better

Have people practice the desired steps, thinking, and analysis in the training itself.  Practice helps people develop new habits.  If the goal is to change the way that employees do business, it is important to help them develop such habits.

What other tactics would improve management training?  Is management training adequate to meet the needs of businesses, in your opinion?

Filed by Coleen Davis at 2:47 pm under Planning Tips, Solving Problems, Training