Developing and Training Staff is Not a Do-it-yourself Project
How managers can provide training and development for their staff. Usually when people think of developing their staff, they reflect on doing the work themselves. The reality would be that these are totally different. If you are looking to empowering people, there may be several steps you ought to consider in order to achieve your goals.
Following are three of the things which you should probably be carrying out right now:
— Developing a training program
Developing a staff training program would be a no-brainer. You likely already understand the need for a training program in order to develop your team or business unit. Folks who are not willing or able to develop a training consistently will ultimately face trouble with executing assignments and projects due to lack of skilled people.
— Selecting the right candidate
Selecting the right candidate is something that someone looking to develop their staff needs to focus on at the out-set. If you are already accustomed to selecting the right candidate, when it’s time to implement training you will be ahead of the game.
— Planning for the teams growth
Developing members of your team would be a commitment to the future equally as it may be a present need. Mentally, you ought to focus on the value of becoming a developer and coach. Planning for the team’s growth everyday will help you focus on achieving your goals. Carving time from of your schedule to planning for the teams growth assures that you they will be prepared ahead of your needs.
Determine if training and development is for you
Although the benefits of team training are significant, you initially ought to make certain that training your managers and staff would be suitable for you. Training your staff yourself is not geared for everybody, and you should think about who will do the actual training before going forward.
Developing people on your team would not likely be the most difficult part of training. Finding the time to actually plan and prepare training is critical. It might take a month or more to properly plan “skill related” training. It would be sensible to be as prepared as possible prior to beginning.
Before developing staff training yourself, it makes sense to look at your other choices. Examine the DIY approach against someone else in the organization who has a record of training and empowering people. You should investigate other managers who have proven they are doing what you want to achieve. Then see if it’s possible to begin mirroring what they do. That is a good beginning point.
Here are questions you need to consider:
Do you want to strengthen your management team?
Would you like to reduce your work load?
Does developing your future team help you?
Ideally, your answer to all of the questions was “yes”. Those choices are common among people who have a track record for developing their team. If you answered these questions in the positive, you have already taken the first important step towards developing a high-performance team!
Those particular commitments will make it easier for you to develop people consistently because you are dedicated to the process.
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